The article’s premise is based on the author’s response to a question from a “Struggling Manager” who is reluctant to fire difficult employees for the fear that he’d have no one at all working for him.
How should you manage difficult employees? What steps can and should employers take to mitigate the chances of hiring problem employees?
The following article is a guest post shared through the lens of a small business owner who’s been faced with the difficult question many small business owners struggle with – When should I fire an employee and when should I give my employee a second chance?
When it comes to maximizing productivity within a business, automation has grown into its own pursuit. Replacing the human hand (and eliminating human error) with cloud software for tasks like running payroll and invoicing is a modern day equivalent of the cotton gin, taking once tedious, time-consuming tasks and handing them to a machine.
Firing an employee is never easy, but it is especially difficult when you rarely need to perform the task. Working in a small business, you cannot afford the same legal slip-ups as large corporations.
Ever wonder what the difference is between “terminating” an employee and “firing” an employee, or if there is any difference at all? Easy Small Business HR’s “HR Dictionary” takes the mystery out some of the human resources jargon by highlighting some of the basic definitions of words most often used by those in the position […]
“You’re fired.” On Donald Trump’s reality show, he simply utters the words and the contestant says a polite “Thank you, Mr. Trump” before leaving. But if you’re a supervisor, you know that real-life terminations don’t often work like that. There may be tears, accusations, and, in the very worst and rare cases, violence. But when […]
Unfortunately, at some point most supervisors will find the need to write a letter of termination for an employee who is not meeting expectations or who has violated the company code of conduct. There are a few factors to take into consideration before you begin to write a termination letter.
Sometimes the best way to understand a situation is to learn from similar experiences. The following story is a hypothetical situation of an employer who needs to think about the best way to end a working relationship because of attendance issues.
Do any of these stories resonate with you? Some managers have difficulty with accepting the fact that an employee chooses to leave. For some, an employee’s decision to end their employment seems to represent some type of a hidden message or indictment on their effectiveness…
A senior manager at a hotel chain in the Midwest takes issue with a female employees’ “Ellen DeGeneres” looking appearance, short hair, and lack of makeup indicating that she is “not attractive enough” to work at the front desk of the hotel. The front desk role was actually a position that the…
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