In many cases, the reasons for letting someone go are quite obvious and difficult for employers to ignore. This includes things that can be measured, like a decline in performance made clear by shrinking sales numbers and frequent absences. Then there are the ones that are witnessed or reported from other workers, such as poor team dynamics and low overall morale.
However, sometimes employee deficiencies, poor behavior traits, and performance issues are more subtle and easily overlooked by managers and business owners. Here are some less glaring signs that might mean it's time to let someone go.
Negative Behavior: Keep an ear open to feedback and reports from other managers and workers, as an employee's constant negativity or toxic behavior can have a significant impact on team morale and productivity over time.
Lack of Engagement: Employees who appear disinterested, unengaged, or emotionally detached from their work can eventually become a drag on the team's performance.
Resistance to Feedback: If an employee consistently resists feedback or refuses to make improvements, it can hinder their professional growth and the company's progress.
Poor Communication: An inability to collaborate effectively with colleagues can lead to misunderstandings, conflicts, and productivity issues.
Leaning on Others: Employees who rely heavily on others to complete their tasks may not be contributing their fair share to the team's success.
Lack of Adaptation: In rapidly changing industries, employees who struggle to adapt to new technologies or methods can hinder the company's competitiveness.
While these signs can be indicative of a problem, it's important for employers to assess each case individually and consider addressing these issues through coaching, training, or counseling before resorting to termination.
What to know before letting someone go...
- As an employer, it's up to you to understand the laws that exist in your state that pertain to job termination.
- Make sure to have fair and appropriate documentation that begins as soon as a problem arises or is reported.
- Have an employment contract that explicitly states things like the length of probationary periods and termination procedures, while also outlining behavioral and performance expectations.
- Employees may not be terminated for discriminatory reasons, or for taking advantage of employee benefits, like using all of their vacation time or taking advantage of sick days.
- Employers can't fire employees at-will; they must demonstrate or have documented just cause in order to do so.
For all of your business insurance questions, call or contact John Alderson Agency today.
