How would you like to be told that you weren't working out at work?

Question

So I manage a team of 10 people, and the one that has been there for 27 years... is not changing with the times. I have tried different ways to help that individual retain information and give the individual the training and tools to keep up with the peer group... Sadly, all my efforts have not made a dent in the problem. Alhough I value this individuals input, as a leader I feel that I must keep the right people on my team so that everyone is equally contributing. How would you address this situation? Is there a rock that I have left unturned? I value retention more than turnover, but ultimately it is my job on the line if my team does not perform. Is it fair to keep an individual on who does not pull their weight and expect the others to pull it?

Answer 1

To answer your first question- I already hate my job and the people I work with. So I wouldn't really care if I was fired because then I wouldn't have to look for a different job covertly.

To answer all you other questions; sounds like you already know what you need to do. Garnering a bunch of opinions from Yahoo Answers isn't going to ease your conscience about firing someone, now is it? Either fire the person or keep covering for them. Either way- suck it up and take care of business.

Answer 2

You may have tried this already, but it seems the only logical way! To make the person aware of the situation in black and white terms, Not to try and frighten the person or intimidate them in any way, but to make them aware that the company needs you to be working in a certain way and if you can not or will not realise this then the only way out is through the door you came in. I agree totally with the retention thing, but ultimately the individual has got to help them self. Think of it this way all the time and effort you have spent on this individual could have been spent on training someone new or promoted to the role and the company would have an achiever not a dead weight!

Answer 3

Talk to the individual and explain the situation plainly. Some people can not take hints. Maybe they can think of something that will help them and have been afraid to ask or they do not realize that they are not "keeping up" with the rest of the group. Explain you value them as a member of the team. Set a time line for which you expect to see improvement. It is a difficult decision to make but if no improvement is made you might have to let them go.

Answer 4

I would talk directly to the person and tell them their job is on the line. I would then set up an Action plan for setting and meeting goals within a specific time frame. It's not fair to retain someone who is not doing their part, but it's also not fair to let someone go who has hit a stumbling block because of change. Most people don't adapt to change well. It takes time. It will take time to either work with this one or hire someone else and start all over. I'd give it a last ditch effort explaining exactly what is on the line.

Answer 5

If you terminate someone without cause, you will probably be sued and lose. Especially since the person has been there for 27 years, you may not be able to fire him at all. You should consult with your company's lawyers on this issue and ask them what is necessary to document (you must document) your cause for dismissal. You are on very shaky ground here. "Not changing with the times" is not even close to sufficient cause. You would have to document that the person is no longer qualified for the position. For example. The job requires use of specific software these days that everyone in the group is required to use. But, this person can't use a computer in even a rudimentary manner and inhouse training has failed to rectify the matter (note: it is mandatory that you supply the training and in a formal way....for example, you send him to a certified class). Then, you could fire him. If you can't, or won't do that, you are asking for lots of trouble. Again, consult with the company's lawyers with regard to your rights and responsibilities in today's litigious environment.

Further, if he is black, you absolutely can not fire him. If you do, even with cause, you will be sued and you will lose and YOU will be fired. That is extremely politcally incorrect to say (so you better not say that to ANYONE at work). It is however the unspoken truth and you better take heed of it.

Answer 6

I am a older person and I have seen many of my peers who refuse to update their knowledge to modern technology and changes that are happening in business. I would be honest with her and tell her she just isn't pulling her weight. Ask her maybe if she got a portable hand held voice activated recorder that you will go over with her after work what is needed and then she can review this at home or while driving so that she can come up to the level of the rest of the team. Ask her if she has any ideas on how she can possibly learn and retain what is needed in her current position. If she doesn't have an answer, ask her if she would mind the recorder, or some other way that you think would be appropriate. Tell her that she has been a valued employee all these years and you want to do everything you can to help her but you need her to think of a way that you can help her do this or if she knows some way that could help. Is she willing to take a course outside of work maybe that could help. They even have these games on Nitendo Game Boys for kids that help people of all ages to retain memory or bring people up to speed. After all that if she still can't keep up then you need to discuss this with the person over you, tell them that you have tried a,b, and c but the person still doesn't grasp it. Tell them that you value her because of her years with the company and ask them is there any thing that they can think of, if not, and it's your call to let her go you have no choice. I am very lucky because someone who I work with is over 90, he used to run his own company and is still really sharp. However, he doesnt' understand the new laws or changes in the business, he still has alot of knowledge of the who's and who in our business and their inner workings, he is a value in regards to meetings and getting people to have meetings to discuss things, but he doesn't do the day to day workings of the business. Can in any way she be a help to the company in another capacity?

Answer 7

27 years is a long time, it would be a shame to let them go especially if they are older it will be hard for them to find a job. Maybe you can try to find something else for this person to do. Or ask them what is the matter, ask them what would help them do their job better. Get their input. Everyone learns differently. They must have done something right to be there for 27 years. Please don't dismiss this person, there could be an underlying cause, try to find this out. Ask questions and be open minded. One thing to help them retain info is maybe a flip chart of some sort. Good luck.

Answer 8

Gosh, but you're nice to even consider the other person's feelings. Do you need any part-time people, evenings only - where I can work around my disability? I can't live on less then $800/mo.

I'm sure with a little creativity you can find something useful for the guy to do where he's not in the way- transfer him, suggest he retire,....27 years, he's been there? Surely, you can find a way to encourage him to retire- urge him to "relax, have fun- move to FL...."

Answer 9

well first are you a capricorn?? we are more considerate to other pple.
i think may be you have done this, but go on again and talk with him seriousely, call a meeting too, and let everyone know that you are not happy with his work tell him that you are just doing your job, and tell him to ask other co workers if he is not sure of what to do.
good luck.

Answer 10

Over the phone - your fired. My favorite way. Don't want everyone staring at me as I walk out the door-crying.LOL