Why should an organization seek to retain employees with performance or discipline problems?

Answer 1

ITS CALLED EEOC THERE IS A WAY TO FIRE PEOPLE YOU JUST CANT FIRE PEOPLELIKE THAT, U HAVEN TO GO THROUGH THE RIGHT MOTIONS

Answer 2

As far as I know, I would be surprised at any business or organization wishing to retain employees with performance and or discipline problems. However, you do not give all the details. It is possible that the employee has other redeeming values, has shown remorse and is worth the extra training. If an organization has already put in years of training, sometimes it is worthwhile trying a little longer to keep that employee in the belief that he or she will eventually perform properly. However, when the same problems are continually exhibited, management should properly document the activities and after three written, and signed for by the employee, warnings to his or her employee file, if the employee still doesn't "get it" they should be fired. Remember, in California it is a Fire-At-Will state, however, you cannot stop the employee from going for Unemployment Benefits. The Dept. of Unemployment will write a letter to the company who can respond with everything in the file that it has done to help and correct the employee's actions.
Valerie

Answer 3

Well, generally they would not.

Discipline problems especially. Discipline suggests issues with attitude and foundational behavior. Unless there is a sense of regret and willingness to change the core behavior, they should not be retained.

Performance problems can be different. If the person/people in question have great attitudes, i.e. they are a great "fit" for the company, then there are many good reasons to try and keep them, the biggest being that they are the right kind of person for the company and that's hard.
If they are the "right person", then perhaps they are simply in the wrong job, or they haven't been trained and supported well enough to get strong in their position. It is, BY FAR, harder to find the "right people" for a company. So, if you find one, do all that's reasonable, and maybe a little more to get them into the right job and make them a "keeper".

Hope that helps.

Answer 4

You are treading on uncharted waters here. If the organization is going to let go of someone it must be done in a way that the employee could not come back and sue them for wrongful termination or some other type of discrimination law suit. It is a slow and aggravating situation the employer is in and it must be dealt with very carefully.

Answer 5

For the benefit of the organization, those types of employees should not be retained, unless the benefit outweighs the risk.

Answer 6

by ability of offering incentives, like perks and extras (motor vehicle parking area, a meal, longer holiday, superb area or something that a company can supply). the working ecosystem and the relationship between workers and between workers and administration additionally performs a huge area

Answer 7

Might be the easy thing to do. Tough on some people to fire a subordinate.

Also if the person is liable to sue, might be cheaper to shove them to a dead end spot and hope they quit!

Answer 8

Because they're the boss' useless son. I've had this happen to me.

Answer 9

so that the bosses running the show can feel large and in charge....