how to fire good for nothing employee ...?

Question

i had hired him 2 months back. He is a designer but he is very average and mistakes prone. None of his work gets accepted. He blows his nose in front of every one without caring if some one is taking lunch.....when i tried to fire him he said he left the previous job against his parents will and now he will get reprimined by them, so i cut his salary to very minimum and he is very upset by this. And he is critical of his previous employer's behaviour . I have another guys from his reference....I just hired another designer to get the work done ...and he is after him ...getiing very very friendly on the very first day and talking to him for an hour after office ... may be i am very reactive or sensitive but ....i will not like if he conpires to send him to my competitor office ......

Answer 1

you say, "buddy, I am real sorry, but your behavior has been acting up lately and some things you do are a little gross for the work environment so I am going to have to fire you,(pause for dramatic affect) sorry but, your fired."

Answer 2

Hiring an employee is not the solution to your projects or your income. Since you are running a company you need to have a training programme for your employees.

At the same time is there any system in your company? If you can stay away from your company for more than 6 months and after you return back you find the company to be in a much better stage then you have a system in place. Where the people you'd hired are running the system in your absence.

If there is no system and you are the only one in the company who looks after all decision then you are a self employed and not a business man. The company owns you and you are an employee of the company, and the company demands your time. May be you are an owner of a company but good for nothing, since you don't know how to run a system, since you are self employed.

You cannot blame any employee until and unless you are investing in training for them as well as you have developed any system to run your company.

Act like a business man instead of an employee. Build a system for success.

Check back for details.

Answer 3

You are letting your employee call the shots. You're the boss. Who cares what his parents think, you got a business to run, you don't need to please his parents. You need to pay your bills.

You changed his pay to reflect his abilities, now he can't live up to that. He's making nice to another employee, which may mean nothing, but he could also be stabbing you in the back. He's rude, crude and a gossip. He's costing you more, because you had to bring in a contractor.

Who cares if he is critical of his former employer, he'll probably say bad things about you too. And he will say bad things about the next guy/gal he reports to.

Now your worried he may be a benefit to your competitor? Probably just slow the place down for the next two months if he get's on board there. Like what he did to you.

You owe him nothing, not even a reference beyond "yeah, he worked here". Cut him loose, he sounds like trouble.

Answer 4

Be careful. It sounds like he may be setting you up for a law suit.

Check your local laws. Where I'm from it is a case of two verbal warnings and one written then show 'em the door.

In this case I think you will need to keep everything recorded in writing. I hate to sound callous but the fact is that his personal problems should not become your company problems. An excuse like his parents reprimanding him is just further evidence that you need to get rid of him before you have real problems.

Check out your legal requirements and get rid of him - FAST!!

Also make sure he does not have access to any sensitive information - company accounts, client information etc. Watch what he is taking home - he undoubtedly knows he's on thin ice by now so he'll most likely be up to no good.

Answer 5

Does your company have a 90-day probation period whereby new employees can be let go within that period for basically no reason?
If so, there's your answer.
Either way, give him two weeks pay and walk him out the door.

Tip: be sure you document your conversations with him and any other notes about his performance and objectionable behavior in the workplace that might support your action...just in case of a lawsuit or complaint to the labor board.

Answer 6

I think you should just show him the door. To avoid legal complications, pay him the salary in lieu of the notice period. Do you have a probation period for him? If so, there is definitely no recourse for him legally. You need to manage the perception that his colleagues have on the way that you handle the matter, but if he is clearly not cutting it, they should understand and even appreciate what you are doing.

Answer 7

First thing u give him some time to mend his ways after directly telling him his mistakes.If he continues to do the same mistakes u can as well throw him out directly as business is very important.Dont bother to listen to his **** and bull stories.

Answer 8

dude, just be honest, If you cant do it face to face just write it down and have him read as he is leaving the office. Br sure to put things in there like " we both know this isnt working out". Or, just simply say "It would be best if we didnt work together anymore"

Answer 9

Make it clear to him that his performance has been really poor.
Get this in written doc like that of a performance appraisal.

Ask him to put his papers assuring him atleast the notice period amount.

Also ask him send his resume making it clear to him that you'd like to help him find another job.

Answer 10

Talk to him in detail about his drawbacks and his behaviour. Advice him to change his behaviour. Make it a point to tell him that this will be his last chance. Meantime, please place him in such a place where he will have no interactiion with your clients. Alternatively, you can make him to assist your new designer.