How to turn down a request to work part-time?

Question

Someone working for me has asked if they can work part-time instead of full time. He's a single guy without children or family commitments. He wishes to work as a volunteer with disabled people two days a week. He has stated that he believes he could do as good a job in 3 working days as he currently does in 5.

Although I think what he wants to do is laudable, I run a small customer services team, and am responsible for the team's performance. From my perspective, he isn't exactly a superstar as a full time worker. He deals with fewer issues than other people on the team, and I've been considering dealing with that as an HR-issue. He may be thinking of trying something else to see if he'd rather do that instead of this job - I don't know

I have spoken to my boss about this, and the only way he will support any part-time working is if the person concerned is a 5* performer, rather than someone who is a weak/unmotivated performer.

Any suggestions on how to communicate this?

Answer 1

Tell him the truth. Unless his performance improves dramatically, then there is no way he will be allowed to work as a part-timer. Give him your reasons - they are all perfectly valid.

Answer 2

tell it like it is. Dont beat around the bush and you are not at your job to make friends. I was going to suggest you think about letting him have his part time but make him realize that you will have to hire another individual and their hours will be funded by his hours. No one else will lose hours only this person. Then start giving more hours to new person and bam! Weak employee gets removed with no chance of unemployment. but since they have to be a 5* performer and he's not then maybe do an evaluation and state these things in it then deny his request.

Answer 3

iring an employee does not have to be the worst experience of your year. You can use the occasion to examine what went wrong in the employment relationship. Assuming the termination is for a mismatch, you can help the employee build self-esteem despite their employment termination. You can encourage the employee to look ahead and get started on a new job search. Even if the firing is for non-performance, you want to end the relationship on a positive note.

Firing an employee who is unable to meet reasonable company production standards is common. So, is firing an employee who, even with extensive training, proves unable to perform her job.

Sometimes, an employee is bored or unhappy with her current position, pay, or job title. You have no open positions for which she qualifies. Her pay and title are consistent with the position. Unfortunately, the employee's job performance is rapidly deteriorating.

Answer 4

ok, first of all you need to lull him into a sense of false security, i find commliments and overly tactile gesgures work well if not,slip something into his coffee! then point out that even though hes here full time,he only manages to get the same amount of work done as a part timer anyway,so he,ll have to work twice as hard for less money or be beaten with a short knobbely stick for slacking during the inadequate number of hours he now does,or altertively you could fix him up with a female(or male friend depending what he likes)and then he will realise that nothing consumes more money than a partner and will be asking for overtime in no time at all!!!!!

Answer 5

I would let him know that you need the commitment of a full time individual. You might say I can work with you, but if we find a qualified full time employee to fill the spot we would have to let you go. If he is truely an exceptional employee I would work it out with him. It sounds like he doesn't have the commitment to the company any supervisor would really like.

Answer 6

You are perfectly correct in refusing his requests for intimate activity. If he is unable to get you in the mood and make you WANT it, then you can be pretty sure that he is an unskilled lover, and probably a selfish one too. Anyone who ASKS for sex should get an automatic refusal, no discussion needed.

Answer 7

"i think what you are doing is great, dont let the door slam on your way out"

its not your responsibility to sort out his life for him. if he wants to do this then he has to realise it will affect his job, permanently. Ive got the same with someone who wants to go part time to go to college to study for a different career. HELLOOO since when have i got charity written on my forehead. if these people want to change their lifes they need to do it in their own time.

maybe im just and old cynic, but ive done 5 years of nightschool to get my qualifiactions, and i worked 40+ hour weeks at the same time. People need to take responsibility for their own lives and stop expecting everything to be handed to them on a plate. i dont know perhaps the nanny state mentality we live in is to blame.

Answer 8

You could say that in order for this to be an option for him or any employee, he needs to have more seniority. If such a part-time were to ever be offered it would be to the employess with the highest seniority or performance level.
You're sorry to have to decline his request at this time.
Hope this helps.

Answer 9

It isn't your decision. It is your boss's. How about an assessment day where you discuss his performance, anyway? We used to get that. Our boss would raise concerns - mine was "You don't do overtime" and "you leave too soon" for example.
You could use a motivation strategy - he needs to be aware of his failings. It's only fair on him to let him know how he can improve, if he wishes to.

Answer 10

You just gave a lot of good reasons. Use them when talking to him. Tell him to try and perform better for a few weeks and see what happens.