1) Have a sit down with the guy, outline your concerns, document the meeting and send a follow-up e-mail. Note the areas that you're expecting improvement in.

2) Synch with HR,

3) Give him 30 days to show improvement

4) If nothing improves, than have a meeting you, the guy and HR, note that you're putting him on a Performance Improvement Plan (PIP)

5) If he doesn't meet the plan, sack him - after step four it's clearly outlined and documented that he knew what would happen if he didn't perform.


The above is the process you should always follow.


As a manager your job is to select, recruit, retain and develop people. Make sure all of your people understand that as your goal and always use the above process when people don't perform.

That way, your people understand that you're being fair and did make an effort to invest in each person you sacked and they won't be afraid that they're next, as they know you will try.


Peace,








M2

The Blog: http://www.analyticalwealth.com/

An assassin’s life is never easy. Still, it beats being an assassin’s target.

Enjoy your money, but live below your means, lest you become a 70-yr old Wal-Mart Greeter.