I have a nasty suboridinate whom I inherited from previous manager. He occasionally disobeys in front of others; spreads misinformation; demoralises other staff; leaks dept info; criticises everyone. Truly a pain in the ***. Being an oldie in the organization, he claims to have easy access to top management and threatens colleqgues with dire consequences. How can I get rid of this person (transfer or termination of employment). Any Tips.
2007-05-24 09:22:30 · 7 answers · asked by DK 1 in Business & Finance ➔ Careers & Employment ➔ Other - Careers & Employment
Document... document... document. If you dont' document anything, it didn't happen. If a situation arises that involves other, take their statement. If you're an at will state, go ahead and fire him for any reason (except for a few illegal purposes, spelled out below). IF not, Document... document... document, make sure you get HR invovled
2007-05-24 09:44:26 · answer #1 · answered by KimmieLinh 3 · 0⤊ 0⤋
Depends what your employee handbook or guidelines state if you have anything formal in writing. Document anything or everything and then write him up per the established guidelines. Review the write up, with him, and have a third party as a witness. Give him XXX of time to straighten up (say 30-60 days) and review the situation and if things don't improve, indicate he's eligible for transfer or termination and then do it. Make him sign the intitial write up so he can't claim to have misunderstood or not discussed it with you.
2007-05-24 17:01:16 · answer #2 · answered by GEEGEE 7 · 0⤊ 0⤋
If there is nobody over you who will object to you getting rid of this type of employee, by all means...get rid of them...however if there is some validity to his threats about upper management and how they will come to his rescue, then I would stick it out until I knew for a fact that I could definitely get rid of them. I am telling this to you because I work in law enforcement and we have some officers that are beyond nasty. They already know that some Seargants and Lt will defend them and they reek havoc on the folks who just don,t know, however since I have devised my own way of dealing with them, I am not moved, but there are lots of folks who would like to see these old relics thrown out on their a##.
2007-05-24 17:57:23 · answer #3 · answered by 6feetinheels 1 · 0⤊ 0⤋
Everyone has good points, too. Dig real deep and list all the persons good points. Encourage the good points, be always friendly, don't bad mouth the person -- ever (in fact if anyone does that, mention the person's good points) and keep your distance.
Things will change eventually -- be patient because it can take months or years because the problems took a long time to develop and it'll take a long time to fade away.
2007-05-24 16:31:33 · answer #4 · answered by Lynda 7 · 0⤊ 0⤋
Document, Document, Document. Take copious, detailed, factual and objective notes. I understand this will be very difficult but it's best for everyone. Not everyone is able to be managed but I am glad that you care enough to try. I wish you the best but hopefully when you present him in the presence of HR with the notes he will understand that he is on notice to perform.
2007-05-24 16:33:30 · answer #5 · answered by Chris 5 · 1⤊ 0⤋
Document this person's behaviour, time, place, circumstances and then fire them. One person can demoralize a whole office, I say, get rid of the trouble maker before you lose some really good people.
2007-05-24 16:33:50 · answer #6 · answered by Choqs 6 · 0⤊ 0⤋
document his actions and speak with human resource, let them know about his threats and demoralizing behavior.
2007-05-24 16:38:59 · answer #7 · answered by spadezgurl22 6 · 0⤊ 0⤋