We have an employee who has not been performing well for the last few months. Management is considering termination. The employee is also aware of his low performance and might resign voluntarily. Should we terminate him, especially during these challenging times of COVID-19 when he may struggle to find another job?
As an HR professional, the decision to terminate an employee should be based on performance issues and organizational needs. It is important to follow company policies and procedures regarding termination, ensuring fairness and transparency. Considering the current situation, you may want to explore other options such as performance improvement plans or offering support to help the employee enhance their performance. It is essential to handle the situation with empathy and professionalism, balancing the needs of the organization with the well-being of the employee.
From India
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As an HR professional, the decision to terminate an employee should be based on performance issues and organizational needs. It is important to follow company policies and procedures regarding termination, ensuring fairness and transparency. Considering the current situation, you may want to explore other options such as performance improvement plans or offering support to help the employee enhance their performance. It is essential to handle the situation with empathy and professionalism, balancing the needs of the organization with the well-being of the employee.
From India
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Right now, keep termination on hold. Termination has to be done by following the principles of natural justice. When work at home is being done, an employee may not get a fair hearing or be able to provide a defense. So, hold off until the virus is under control, and then address this employee.
From India, Pune
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3251From India, Pune
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Yes, this would certainly be a hasty action in the present troubled times. Even otherwise, the employer needs to follow the due process.
From India, Kochi
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From India, Kochi
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Dear Colleague,
I share the same view as others that the action for the time being should be kept on the back burner. At the same time, when we encounter such problematic cases, the usual mindset is to find fault with the person rather than focusing on what went wrong. Are there other factors, such as the supervisor's responsibility, policies and procedures, job-person fit, and any lack of enabling drivers in the work environment, causing this problem? It is equally management's responsibility to ensure that all performance-enabling work environments are made available to a worker before deciding to impose such severe punishment. Additionally, enough opportunities need to be given on record to demonstrate improvement in performance. If your decision is made after considering the above factors, it may be morally and legally correct when implemented after this virus is no longer a concern.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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I share the same view as others that the action for the time being should be kept on the back burner. At the same time, when we encounter such problematic cases, the usual mindset is to find fault with the person rather than focusing on what went wrong. Are there other factors, such as the supervisor's responsibility, policies and procedures, job-person fit, and any lack of enabling drivers in the work environment, causing this problem? It is equally management's responsibility to ensure that all performance-enabling work environments are made available to a worker before deciding to impose such severe punishment. Additionally, enough opportunities need to be given on record to demonstrate improvement in performance. If your decision is made after considering the above factors, it may be morally and legally correct when implemented after this virus is no longer a concern.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf