I have an employee who I need to approach about her lack of work. How can I do this tactfully?

Question

I work in a Day Care Center, and have an employee who sits around and watches the children misbehave, rather than deal with the situation. I'm not exactly sure how to approach her, as she may get really mad and just walk out for good. I need her as an employee, but she really has to do something other than just sit. Any ideas on how to talk to her in a tactful and professional way? Thank You!

Answer 1

Giving an employee a chance is important. You must always let them know what the expectations are and provide progressive counseling when someone is not meeting the expectations. That way if they do not improve and you end up having to fire them, you have given them every opportunity and it should not come as a surprise to them.

Anytime you need to counsel someone, you should always start out with something positive. For instance if she has good attendance and has been a loyal employee, start out with that. Say "(whatever her name is) You know that you have been a loyal employe to me for X time and you have great attendance. However, with the important task of looking after kids there are certain expectations that need to be met. We have an obligation to the kids and their parents to ensure that we are providing good care and guidance to these young impressionable minds. I need for you to ensure when you are watching over them and you see a situation arise with the children that you are on top of it and taking care of the problem right away. If you allow it to pass or do not handle it right away then the kids will continue to make the same mistakes and things can get out of control. They will lose respect for you. Their parents may even catch on and suspect that things aren't going well in day care." etc etc say whatever you feel you need to say so that she understands.
Ask her if there is anything you can do to help her improve on this. If she offers something see if it is reasonable and see if you can work out a plan. If she doesn't offer anything.....or even if she does you may want to finish it up by saying. "I really value you as an employee and I don't want to have to let you go, but if things do not improve, I may have to. I will be monitoring your progress." Also be sure to thank her for her time.

If you see improvement, especially the first day or so, be sure to let her know that you saw an improvement and thank her for the good work.

I hope this helps.

Answer 2

As an employer, you simply have to be frank and outline the duties. Perhaps you could approach the issue like this, "I notice that there are a lot of discipline problems among your group, could I offer some advice?" Phrased in this manner, you avoid putting the blame on her specifically, but offer help in the area needed, if you feel that she could be a good employee otherwise.

As far as needing her as an employee, in a day-care situation it is especially important to have quality employees. If a child is injured by another child under this employee's care, it will be the responsibility of the day-care.

Best of luck in resolving your situation!

Answer 3

You must talk with her ASAP. Start off with her Good points, then say "however, you really need to improve in these areas..." and name the problem. And be firm when you tell her she has a week to improve in these areas. YOU are the Boss.., not her.

Its not a pleasant job having these talks or firing them and many employees who take advantage of a boss's good nature will not like being told what to do, but thats tough. She's paid to work, not be a visitor. I am sure nothing you say will be perfect - and explains why the employer has to be tough and firm.

I had a boss at one job who was a very kind man and gave chances out the wahzoo to employees - but even then he had to draw the line at some point, and before it greatly effected business.

Good luck.

Answer 4

Give up on tact. You don't really need her if she isn't working - you can find someone else.

You should take her aside - you should never do this in front of other employees or patrons. You need to sit down before and think about what the exact issues are and what you need her to change. If she doesn't react when one child hits another, you need to explain that not doing something puts your company at work and give her a model to follow in the situation.

You need to take care of your company - you don't pay her to sit around.

Answer 5

If you need her as an employee then you need to remedy that situation. You have put yourself in a position where this employee has more value to you than you have to her.

There is no tactful way to tell someone that you feel they aren't doing their job. They will take it as an insult.

Answer 6

You dont need her as an employee if shes not doing her job and your paying her to work - you need to talk to her in a civil way and air your thoughts to her - give her a chance to respond and make changes and if it doesnt change pretty soon then she has to go and you find someone who can do the job the way they should do - she isnt doing her charges any favours either as they will be deliquents if they think this is what they can get away with !

Answer 7

Ask for a one-on-one meeting with her alone. Once the meeting begins explain to her the subject of the meeting. Begin with her positives and the benefit of having her work with you. Ask if she is having personal issues and if there is anything you can do to help. Then tell her where she needs to improve. You have a business to run and you are a TEAM.

Give her a timeframe that she has to make the necessary changes. If you don't see improvement, explain that you may unfortuneately and regretfully have to let her go.