What do you do if you have an employee that repeats their mistakes consistently?

Answer 1

Remember that there are essentially 3 barriers to success:

1) They aren't clear on what to do.
2) They don't know how to do.
3) They don't want to do

Assess which of these things are getting in the way of success in your employee's case. The first two things are things that we as the manager/leader have control of. The last one is a lack of caring and you can't be more committed to their success than they are.

If you know that you have been clear in your instructions, it is time to have a heart-to-heart talk. Show the employee the impact of his/her failure on the team, department and inform him/her of the consequences of future failure, and, as previously offered, partner with HR to make sure any disciplinary action follows the company guidelines and that it is consistent with policy.

Answer 2

First check out whether the mistakes are costly, he is doing it willfully or not, if he is doing willfully then fire him immediately, If he is morally good person you may give some more training and keep him until unless if it is not a costly affair to the organization, still he does the same mistakes he is unfit as per the organization procedure he should be terminated because it is easy to terminated and existing employee but to full fill his place is very difficult for the HR's.

Answer 3

Are the mistakes costly?

Has the employee been repeatedly disciplined for failing to correct the situation? (And do you have a paper trail proving his incompetance?)

Yes? Fire them, and in the exit interview, explain exactly why you are letting them go. Especially if the person is otherwise a nice guy.

Note that if the person has not finished their probationary period, you can fire them for any reason, or no reason whatsoever...but if the guy is a nice/likable guy, tell him you're letting him go due to his inability to learn correct processes (i.e.: do the job the right way). Alternatively, if you want to operate like the big-boys (multinationals), promote him. The greater the incompetance, the more likely he is to be promoted in the corporate world! ;)

Answer 4

You follow your company's disciplinary path - usually a verbal warning first, followed by one or more written warnings and then termination for performance. If it is a narrow area in which the employee can't seem to work effectively, then there may be other opportunities in the company in which s/he could be more successful.

You HR person should be able to provide you with some guidance in this area. Good luck.

Answer 5

First time I will explain to him, how to do the work without mistakes.

Temporarily supervise someone for his work.

After that he does't stop his mistake, change the job responsibilties.

Sense + Simplicity + Relevance = Results

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Answer 6

Very hard to answer, not knowing your situation.. i.e. how easily can you replace them? do you want to replace them?

why are they repeating the mistakes?--they don't care? they are on drugs or alcohol? they are hungover every day? they are financially overburdened? they are physically, emotionally or mentally ill? they are suffering from sleep deficit disorder? they feel they are underpaid?

Find out why and handle the problem accordingly, i.e. see if there's anything that can be done to improve the employee's performance, or replace the employee.

Answer 7

First question. Does this person take their mistakes seriouly, or simply feels, 'big deal.""
If takes them seriously, counseling. Explain this simply won't do.What is the problem. Do they need more training? Do they realize the seriousness?
I'd want to salvage this person, if possible, but I'd make it clear that improvement is a "must". and we'll talk again in ----??

The one who doesn't care? Tell them this is unacceptable, there must be substantial improvement by ---- or we have no choice other than to let you go.

Good luck, Document your actions. Include time and date. Also, discusss it wih your boss first. But present your plan too.

Answer 8

Basically I think a good talk is in order. If that has already been done with no improvement I would say yes it would be time to dismiss that individual because he/she certainly isn't an asset to the company in question.

Answer 9

let them find employment elsewhere. especially if they've been counseled in the past for their mistakes and then they continue making them? Time to go.

Answer 10

ill bring him /her to the office if is a ggod person other wise ill sent him to school to learn the job again