quote:

the ultimate goal should be for this to happen. Based on the extremely limited info I/we have, this is something that is likely not going to get better and will probably only get worse. If that is the case, she needs to be let go.

-document everything
-first time she fricks up, meet with her and have her sign something going over what you discussed
-if/when she fricks up again, go to HR and show them she is not capable of doing her job
-get new employee; prosper

This is ridiculous. It costs $0 to put a new system in place where email is used to document and help avoid this problem. It takes time-and money, and lost efficiency-to bring new employees up to speed versus helping an existing employee who already knows the culture and was hired on merit already with a cost less documentation solution.

No offense to you but if you run an office like that-where two mistakes with documentation equal termination-you're going to cost your business money, destroy morale, and on top of that, you're going to get killed with Unemployment.

Employers don't pay it directly out, but when you fire people without opportunity to improve and the employee can show they did their job to the best of their ability, they'll win. Which means your employers or businesses payroll tax rate will skyrocket, which impacts their bottom line.

Quite simply put, your vision is somewhat impaired. Sounds as if you can't see the big picture when it comes to how simple solutions can help avoid bottom lines to being eaten into by knee jerk, short sighted, rushed judgements.

This post was edited on 9/22/15 at 8:08 pm

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Posted by GTSwarms

FloRida

Member since Jul 2015

1563 posts

Posted on 9/22/15 at 8:30 pm to GFunk

Very good information in here and I appreciate all of the advice. Never thought that I would come to a damn LSU Football Message Board for advice on this situation but a lot of you guys/gals have been very helpful and I appreciate it.

We have a very close office/staff. We have 18 people working in the office, 15 or so warehouse employees and around 15 field employees. We are not a huge business by any means but we are also not a tiny mom and pop shop either.

It is getting to the point where the HR is going to get more involved. The HR knows her daughter very well and is going to discuss her concerns tomorrow. I just got off the phone a little while ago and she has also noticed a huge difference in the past several weeks and has become very concerned about her well-being.

For those who give a shite in this thread, I will keep y'all posted and thanks again for the great advice

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Posted by WG_Dawg

Hoover

Member since Jun 2004

86624 posts

Posted on 9/22/15 at 9:27 pm to GFunk

quote:
It costs $0 to put a new system in place where email is used to document and help avoid this problem

so what happens when she receives the emails and still doens't do her job? Then what? Institute a system where you send her hourly updates on things she shoudl be doing?

quote:
No offense to you but if you run an office like that-where two mistakes with documentation equal termination-you're going to cost your business money, destroy morale, and on top of that, you're going to get killed with Unemployment.

The woman in question in my personal example has shown a long history of frick ups. It has gone on for so long there was no choice BUT to put a system in place. And start documenting everything. And have meetings with her. And having her sign acknowledging that we've had these conversations. She still sucks. The best thing for all parties involved except for her would be to fire her first thing tomorrow morning. But it doesn't work like that.

quote:
when you fire people without opportunity to improve

who said that? She does have opportunity to improve. Hence us having these meetings. And me taking time away from my work to show her how to do basic job functions. And scheduling trainign sessions for her to learn basic duties of her job. She is a liability to our workplace adn no amount of assistance will change that.

quote:
Sounds as if you can't see the big picture

Oh, but I can. If you have someone who can't do their job, you find someone who can do the job. If the OP's employee isn't able to do their job, he should find someone who can. Period.

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