How to discuss poor performance with a new employee that happens to be an old friend?

Question

I recently hired a friend and have been very disappointed with his performance. Mainly his issues are with basic professional ettiquete. For example, he disregards emails and phone calls, has poor follow up on tasks, poor task completion rates, uses online chat a lot, takes multiple personal phone calls during the day.

Typically I could overlook some of these issues if the person was more productive and responsive.

Unfortunately this individual needs to set an example, and he is, but not a good one.

I am usually a very direct person but I am so taken aback by the lack of professionalism that I am not sure where to start. This person is not 20 years old and should be much more professionally evolved.

I hired him based on his skill set not because he was a friend.

If this person wasn't a friend I would have no problems having this conversation, so I am looking for advice mainly on how to appropriately deal with an employee who is also a friend.

Answer 1

That's a tough situation to be in, but your friend ought to appreciate direct honesty.

Start by telling him what you like about his performance. Then tell him what areas need improvement.

Be very clear, and don't dwell on the negative more than necessary. If he doesn't improve, then he's being disrespectful to you and obviously doesn't value your friendship.

Answer 2

If you know how to treat them as an employee, then treat them as an employee. If you are too worried about him as a friend, then you now know the reason why you should keep friends at home and employees at work, especially as a boss. There is no way around hard facts. Face them. Say you're willing to give a second chance, but you cannot have employees taking advantage of other relationships or you will lose money and the respect of other employees. The loss of his friendship would have been your decision for hiring him. Ask him to explain how spending company time on personal business can be justified? What would he do if he found his friend doing it and the positions were reversed? Ask these questions before accusing him of anything and make sure you have evidence to back it up - computer transcripts or something. If not, don't get started, you'll be blown out of the water and be very dissatisfied with the results.

Answer 3

If he's a real friend, then you shouldn't be so worried about pissing him off.
I would rag on him to his face, tell him he needs to get his s t together or else take it somewhere else.
Man to man. Brother to brother.
Tell him he should thank you for letting him know that you've still got his back.
If he acts like an jerk, then treat him like everyone else and write his butt up.
Friends don't let friends get canned, but friends also don't let each other down.

Answer 4

I'd start by pointing out that you hired him for his skill, and not because he was a friend. Then I'd also clarify that OF COURSE he does not want to be treated any differently because he is your friend. Then I'd say, "Frankly, I'm disappointed" and list the specifics.

Answer 5

Honesty is always the best answer. Be kind but direct. If you don't tell him where he is weak how will he improve?