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Message
re: Update P4: I have to put an employee on a corrective action plan tomorrow
Posted on 6/7/19 at 12:42 am to 7thWardTo314
Posted on 6/7/19 at 12:42 am to 7thWardTo314
You sound like a hardass.
0
Posted on 6/7/19 at 5:15 am to Eli Goldfinger
quote:
we all telecommute
You’re delivering this CAP in person, right?
Posted on 6/7/19 at 5:23 am to Eli Goldfinger
Well I work for myself so pretty much every day is a new CAP for me.
Posted on 6/7/19 at 5:24 am to Eli Goldfinger
Your manager doesn't like the guy and wants him gone. He is making you be the one to go through the formal process of getting rid of him. Whatever the guy does to address whatever it is that you discuss......will come up short in your managers eyes. You will be escorting this guy to HR within 4-6 weeks for his termination. You will not object to your manager and stand up for the guy when the axe is raised because you will not risk torpedoing your own career path.
Posted on 6/7/19 at 5:26 am to Dick Leverage
quote:
4-6 weeks
That’s a long arse action plan.
Posted on 6/7/19 at 6:45 am to 7thWardTo314
quote:
Currently have 3 on corrective action plans and potentially 2 more coming in the next few weeks.
Remember, business in business.
Sounds to me like you don’t know how to hire.
Posted on 6/7/19 at 6:47 am to fr33manator
quote:
Jokes on you. I’m driving the company truck to Alaska now.
Smart post considering you are headed to Key West.
Posted on 6/7/19 at 6:53 am to Eli Goldfinger
Moving someone from the grill to fries isn't really corrective action bro.
Posted on 6/7/19 at 6:55 am to Eli Goldfinger
Truthfully, the problem is either with:
A) Your hiring process
OR
B) Your training program
Tell YOUR boss that it's actually cheaper for the company to train him up than to let him go. It costs $2000-$5000 on average to on board an employee.
If his effort is as good as you suggest, train him right and treat him right. Of course, that isn't the norm these days.....as sad as that sounds.
A) Your hiring process
OR
B) Your training program
Tell YOUR boss that it's actually cheaper for the company to train him up than to let him go. It costs $2000-$5000 on average to on board an employee.
If his effort is as good as you suggest, train him right and treat him right. Of course, that isn't the norm these days.....as sad as that sounds.
Posted on 6/7/19 at 7:15 am to Eli Goldfinger
So corporate sounding.
I don’t have to have a “corrective action plan” with my people.
Define the work clearly so every day or week the employees know if they do what is expected.
If they don’t let some other company “correct” their actions.
Just tell the guy “you are not doing the job the way we want, we need to find somebody else, good luck to you”.
It is a wishy washy place if people don’t know whether or not they are doing their job as expected. 99 out of 100 employees want to do their job and will do their job if they know what is expected of them.
I don’t have to have a “corrective action plan” with my people.
Define the work clearly so every day or week the employees know if they do what is expected.
If they don’t let some other company “correct” their actions.
Just tell the guy “you are not doing the job the way we want, we need to find somebody else, good luck to you”.
It is a wishy washy place if people don’t know whether or not they are doing their job as expected. 99 out of 100 employees want to do their job and will do their job if they know what is expected of them.
This post was edited on 6/7/19 at 7:17 am
Posted on 6/7/19 at 7:24 am to Eli Goldfinger
This is why I have a rule about getting friends jobs
Posted on 6/7/19 at 7:25 am to Dick Leverage
If he's a friend I'd do the formal thing and then after I'd say look, this isn't coming from me, but I'd start looking, just a heads up.
Posted on 6/7/19 at 7:25 am to Eli Goldfinger
quote:
I’ve never had to do it before, so I’m not sure how it’s going to go.
Get lots of practice doing this weekly with the kids. Ain’t no big deal. Don’t fire them. Fire them up!
Posted on 6/7/19 at 7:30 am to I B Freeman
quote:
Just tell the guy “you are not doing the job the way we want, we need to find somebody else, good luck to you”.
Oh I bet HR and legal just LOVE you.
Posted on 6/7/19 at 7:31 am to Eli Goldfinger
did the employee break the shake machine again?
Posted on 6/7/19 at 7:33 am to Eli Goldfinger
quote:
I would rather to have spoken to him off the record.
If he's so bad that your boss is making you do this, odds are that conversation should have already happened. And, as a casual friend of this guy, you owed it to him to have that talk already. Now his job is probably in jeopardy.
This post was edited on 6/7/19 at 7:33 am
Posted on 6/7/19 at 7:39 am to AmosMosesAndTwins
Uhhh I own the company and I will tell you and any HR department the most direct, short message is the best.
Going off on tangents and discussing all kinds of issues with the employee only creates more problems. “You aren’t doing what you are suppose to do. It’s best you get another job somewhere else. Good luck to you.”
Most Southern states are employment at will states. There are no legal consequences beyond unemployment compensation available to employees if no discrimination is involved. I can’t remember the last time we lost an unemployment appeal. I can’t remember the last time we actually attended one.
I have very little turn over in my company. The work is clearly defined. The compensation is good and annual bonuses are nice. You lose your job during the year you lose your bonus.
Going off on tangents and discussing all kinds of issues with the employee only creates more problems. “You aren’t doing what you are suppose to do. It’s best you get another job somewhere else. Good luck to you.”
Most Southern states are employment at will states. There are no legal consequences beyond unemployment compensation available to employees if no discrimination is involved. I can’t remember the last time we lost an unemployment appeal. I can’t remember the last time we actually attended one.
I have very little turn over in my company. The work is clearly defined. The compensation is good and annual bonuses are nice. You lose your job during the year you lose your bonus.
This post was edited on 6/7/19 at 7:43 am
Posted on 6/7/19 at 7:41 am to I B Freeman
What does this have to do with tariffs?
Stay on point, Chinaman
Stay on point, Chinaman
Posted on 6/7/19 at 7:44 am to Eli Goldfinger
quote:
Anyone ever put anyone on a CAP
When I worked it was a PIP (performance improvement plan). It set the stage for documentation to eventually and usually pretty quickly terminate an employee. I'm not sure I've ever seen a worker survive one and then thrive. Yeah, it is not the best part of the job of supervisors and managers. Commonly those who were PIP'd or CAP'd move on to other jobs and do fine.
Posted on 6/7/19 at 8:03 am to Eli Goldfinger
Some people here are short sighted. Sometimes a plan is a formality to cover eventual firing and other times it is just to improve someones performance...or at least to try before termination is on the table.
Like several have said, lay out expectations and define metrics by which performance is measured. If it is all subjective to a boss that doesnt like them, they should explore transferring or changing jobs outright. If it is something they can change, help them change.
Like several have said, lay out expectations and define metrics by which performance is measured. If it is all subjective to a boss that doesnt like them, they should explore transferring or changing jobs outright. If it is something they can change, help them change.
This post was edited on 6/7/19 at 8:03 am
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