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| *Ostroff, Fair and Company>>>Administrative and Office Support |
Deciding to Fire a New Employee because they are not a good fit? |
A new employee, on the job for six weeks is just not working out. She is falling behind and because others depend on her work, it has started a snowball effect. When counseled her excuse is "I'm just not that fast, yet". When the boss was out of the office, work sat on her desk for the whole time but when he came back she was able to finish it in a matter of a couple of hours. After six weeks can you usually know the work habits of a person in order to decide whether they a good fit for the office? Both good answers, but if this employee did not perform when the boss was away THAT is the indicator of what kind of worker she is. Cut you losses and replace her. Six weeks can be an adequate time frame to know how someone is going to perform in a job and whether they are good fit. Sometimes not. It depends on the job really. I'm STILL learning mine and I've been here 6 months now. But I'm making an effort and really didn't have much to go on when I came on board as most everyone in the department was new. it depends on how complicated the job is . it someitmes takes some people longer to get in the swing of things. (unless its an easy job a moneky coud do, then 6 weeks is enough) I would counsel her and give her 90 days, then if no sign of improvement dismiss her. A 90 day probationary period is common at most workplaces. Was there a performance review period or probationary term established when she started? If not, make it a habit in future hiring. It's an easy out if you get a slacker. 6 weeks is a long enough period of time to decide if a new hires personality fits with what you are looking for. I would say that if the new hire is willing to work with you to get her speed up to standard then give her a couple weeks to show that she can. Have a meeting with her to let her know that her speed isn't up to par and that she as two weeks to improve. This way you will see how dedicated she is and if she will be able to preform when needed. Good Luck! New employees are usually hired under a trial period. Hopefully this was communicated to this person at the very beginning. (Could get messy if there weren't any time-specific expectations.) Your gut extincts are probably right. But before you just cut her loose consider: 1)Has she received ALL the o-j-t she needs? 2)Has she been assigned a mentor/colleague to help her and shadow her? 3)Is she living up to the expectations fo the job? A minimum wage, high school educated, minimal skilled person simply may not be committed to the job - but don't expect anything more if that is what you are hiring for this position. 4)How did you hire this person? Were your expectations so low that "anyone" could do the job - only now you're finding out "anyone" won't quite work out. Think long and hard about your hiring process. Get all your ducks in a row about documentation, her training, hiring agreement. Do everyone a favor - either train her better, faster, find another position for her or cut her loose. Good luck - be professional, be polite and do not get personal. Find out if she is adequately trained for the job description. If not get her up to speed. If she is already adequately trained give her a 2 week warning, if no improvement get rid of her. |
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