Tag Archive for: #firing

You are here: / / #firing

Posts

#Leadership : 3 Types of #Employees you Should Fire Immediately…You May Not Even Realize It, but These “Time-Suckers” Hurt your Business by Drawing your Attention Away From the Tasks you Need to Do Each Day.

/in /by

As a Manager/Business Owner, your Time is Limited; you Hired a Team of Capable Professionals Because there’s No Way you Can Do it All.  Even if your organization runs like a well-oiled machine, there’s usually at least one team member who causes you more stress than the others.

 

You may not even realize it, but these “time-suckers” hurt your business by drawing your attention away from the tasks you need to do each day. While many types of productivity-zappers exist in an office environment, none are as disruptive as those who directly affect strategic decision-makers.

These three types of people should be removed from your staff as soon as possible.

 

Juliana Dacoregio

Never hire the “Drama Queen” job applicant.

1. The Drama Queen

If your office doesn’t have a drama queen, consider yourself lucky. Found in almost every group of people, these individuals live life as though it’s a reality show. They enjoy stirring things up, then sitting back to watch the fireworks.

You’ll likely find yourself frequently breaking up arguments between employees, only to find the resident drama queen at the heart of it. Whether it’s exposing what someone said about someone else or accusing someone of neglecting his work, these individuals will constantly require your attention as referee.

Unfortunately, drama queens do more than simply waste worker productivity. Their behind-the-scenes conversations are often negative in tone, and the attitude can be contagious.

This is especially true if the drama queen directs attention to the company’s leadership, causing a general distaste for management that leads to greater problems within the organization.

Managing drama queens can be a delicate situation, because much of what they do is social. Some businesses have implemented no-gossip policies, but these policies are usually impossible to legally enforce.

They can also lead employees to feel that their personal conversations are being monitored and judged. Instead, employers should document the behaviors that have led to incidents in the office and address them directly with the individual.

William Brawley/Flickr

Like this Article ?…Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 300K+ Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network: (Over 8K+ Members & Growing!)  www.linkedin.com/in/frankfsc/en

  • Twitter: Follow us @ firstsunllc

educate/collaborate/network….Look forward to your Participation !

continue of article:

2. The Victim

One of the toughest challenges of managing people is knowing how to handle the ones who like to play the victim. These people avoid accountability for their own actions, preferring to blame others for bad situations.

They’ll always have an excuse, and their constant complaints aren’t missed by their coworkers, who can even begin to develop their own victim mentality as a result of seeing others do it.

Even stickier is the employee who seems to always have some ailment. While every employer wants his staff to be as healthy as possible, there are occasionally people who take advantage of the employer’s generosity by claiming an array of medical conditions that, over time, turn out to be unfounded.

Too often, the employer is left not knowing for certain if the person is truly ill or is simply trying to take advantage of the system.

The overriding issue in the workplace is how the person’s actions are affecting the business as a whole. One person’s chronic absences and refusal to participate will eventually be noticed by other employees, who are likely to feel resentful about having to cover.

To avoid issues, have a set policy in place regarding absenteeism, making it clear that after a certain number of days within a cycle, a doctor’s notice will be required. When an assignment affects a vast majority of the staff, make it clear that everyone is required to participate.

Keep careful documentation of each incident and, if issues persist, have a talk with the employee about his or her issues. Make it clear that if the person continues to miss work or decline to participate in work assignments, action will be taken that may include termination.

It’s important to review the Americans with Disabilities Act (ADA), because you’ll be required to provide accommodations if the condition falls into an area that would be classified as a “major impairment.”

 

Flickr/Lenore Edman

3. The Nonconformist

These rebels without a cause are determined to break the rules, from the simplest to the most complex. If you have a dress code that prohibits T-shirts with slogans, this person will wear one every Friday.

If you have a set procedure for how tasks should be completed, they’ll go off script every time. While some businesses are less restrictive than others, every business usually finds it must enact some rules to avoid problems and remain productive. These employees seem to see “rules” as “control” and want to battle you each step of the way.

Instead of engaging in a power struggle with these renegades, determine if there are ways you can work with rebels rather than against them. Often a rebel is nothing more than an independent thinker who wants to make a difference in the world, rather than just following along with what others tell them. If you can put these qualities to work for your organization, you may find you have an employee who can help your organization grow.

Sometimes, however, the rebel mentality comes from someone who takes it a step further and tries to take over. This person tends to come across as a know-it-all, refusing to listen to instruction and instead choosing to do things his or her own way.

Worst of all, this type of person may have appoint him- or herself as a leader within the organization, ordering other employees around. If given enough time, this type of toxic behavior could drive some of your best employees away.

Whether an employee’s independent attitude is a benefit to your organization or not, it can definitely take a toll on employee morale. As others see that someone is violating company policies, they may begin to wonder why they have to follow the rules when everyone else doesn’t.

For that reason, you’ll have to enforce your company policies in a uniform manner, whether it’s corporate dress code, office hours and attendance, meeting project deadlines, or some other clearly outlined rule.

 

 Conclusion

Employee management is one of the toughest challenges for manager/business owners.

By identifying employees who drain productivity and slow your business growth, you’ll be able to remove them and bring in professionals who will help you meet your long-term goals.

 

Businessinsider.com |  October 27, 2015  | Jayson Demers, Inc.com

Your #Career : What to Do If you Think you’re About to Be Fired…Employees Often See the Signs a Termination is Coming Long Before it Actually Happens. Supervisors Avoid Them. Coworkers May Even Avoid Eye Contact.

/in /by

In Many Cases, a Worker is Subject to Repeat Disciplinary Meetings & May Even be Cautioned that If Behaviors Don’t Improve within a Certain Time Period, Dismissal is Guaranteed.

Employees often see the signs a termination is coming long before it actually happens. Supervisors avoid them. Coworkers may even avoid eye contact. In many cases, a worker is subject to repeat disciplinary meetings and may even be cautioned that if behaviors don’t improve within a certain time period, dismissal is guaranteed.

But whether an employee is braced for being fired or it comes as a complete surprise, the impact is usually just as devastating.

In instances where an employee sees it coming, it can be easy to wonder if action can be taken to prevent it from happening. Here are a few things you can do if you fear termination of employment is in your immediate future.

Don’t assume

Before you start desperately scrambling to save your job, take time to figure out what brought this fear on in the first place. Are you listening to rumors or is it just a general feeling in the air? Unless you’re absolutely certain your job is in jeopardy, don’t approach your employer or initiate any fact-finding missions with your co-workers.

Instead, spend your energy working as hard as you can to do the best job possible. If you’re concerned about your performance, speak to your supervisor about what you can do to improve without mentioning your fear of being fired. You’ll likely gain valuable feedback that you can put to use.

Like this Article ?…Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 300K+ Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network: (Over 8K+ Members & Growing !)   www.linkedin.com/in/frankfsc/en

  • Twitter: Follow us @ firstsunllc

educate/collaborate/network….Look forward to your Participation !

continue of article:

Change your behavior

Of course, the best thing you can do is change the behavior that might lead to the end of your employment. Do you perpetually miss deadlines or turn in substandard work? Is your negative attitude impacting the employees around you?

Take time to determine the behaviors that are putting your job in jeopardy and do everything you can to prove to your employers you’ve changed. Pay close attention to your business’s superstar employees and ask for their advice. You’ll likely find your coworkers are more than happy to help a struggling team member, especially if you phrase it in a way that indicates you look up to them.

Clean up

When it becomes fairly clear your days are numbered, go through your work-issued devices and remove any personal information. Clean up your email inbox, as well. Your employer likely will lock your accounts on the day of your termination, so if you have any personal information you need, save it and take it home.

Begin discreetly taking home personal items like knickknacks and family photos, since you’ll likely be asked to box everything up in mere minutes before being escorted from the building. Try not to make your clean-up effort obvious to avoid alerting coworkers and supervisors to the fact that you’re preparing for a speedy exit.

Stay classy

No matter what happens, remain professional and classy at all times. The coworkers who watch your exit today could be the very people who help you later in your career.

Aside from maintaining your reputation, being professional is much more likely to lead your employer to think he might have made a mistake than being unprofessional, which only confirms the wisdom of the termination. Even after you’ve put the termination behind you, refrain from maligning your former employer in any way. This only reflects poorly on you.

A termination can be grueling, but if you take the right steps, you may be able to avoid it. If you can’t avoid it, you should still take measures to make the process as painless as possible.

Being fired can actually open the door to opportunities you never would have had otherwise, leading you to your next big challenge.

John Boitnott is a journalist and digital consultant who has worked in TV, newspapers, radio and internet companies in the U.S. for 20 years. He’s an advisor at StartupGrind and has written for NBC, Fast Company, Inc. Magazine, Entrepreneur, USAToday, and VentureBeat, among others.

Businessinsider.com | October 12, 2015 | John Boitnott

#Leadership : How To Be A #Boss: 7 Tips For Hiring — And Firing — A Friend…The Really Hard Part was, & Has, Been Deciding Whether or Not to Hire Friends at All.

/in /by

There are Still some Rules-of-Thumb for Managers/Founders Who are Considering Hiring Folks they Have a Relationship With.

When I first became a boss, one really tough thing was supervising my former co-workers and friends.  Kind of makes sense – right? You have to be a jerk sometimes and your erstwhile pals don’t take kindly to it. The bad: I lost a lot of party invitations. The good: the pay was better.

[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”]

It's important to realize that you don't actually need to like an employee's personality.

Whether to Hire a Friend or Not ?

But the really hard part was, and has, been deciding whether or not to hire friends at all. A lot of managers/entrepreneurs, for instance, do this during the startup phase. I did it at larger organizations, but still…it wasn’t a great when things went wrong. (Even when things didn’t go wrong,  you were always worried that things would go wrong – and how it would reflect on you.)

You don’t quite have that problem – you run the whole business after-all. But there are still some rules-of-thumb for managers/founders who are considering hiring folks they have a relationship with.

1. If you have to hire a friend, only Hire “A” players. That means folks at the top of their game. Yeah, I know. You do that all the time. But you tend to cut your friends some slack. That’s life. But it only creates a lot of problems. Your better employees resent cleaning up after your talentless buddies – and may look elsewhere for work. Customers will be annoyed. Even if the “A” player is a jerk, at least he or she is a talented jerk.

 

Like this Article ?…Share It !    You now can easily enjoy/follow/share Today our Award Winning Articles/Blogs with Now Over 300K+ Growing  Participates Worldwide in our various Social Media formats below:

FSC LinkedIn Network:   www.linkedin.com/in/frankfsc/en

  • Twitter: Follow us @ firstsunllc

educate/collaborate/network….Look forward to your Participation !

continue of article:

2. Don’t Supervise Friends. If your “A” friend really has the chops, let your co- founder or a trusted employee run them. It isn’t always convenient, but it gets pretty uncomfortable directly supervising friends. And someone will always think you’re cutting them slack or paying them more or both.

3. Keep Your Door Open. I hired a friend to help me run a small magazine. He eventually left. When he did, a stream of folks came into my office to describe unspeakable stories of management malfeasance. I asked: “Why didn’t you tell me?” They replied, all of them: “Because he was your friend.” Jeez. The solution? Make sure all your employees know they can come to you if they have a problem.

4. Avoid the “Favor Syndrome.” Here’s how it goes. A friend will call you asking if you could give their friend, who “is really good,” some work. I have to tell you: This never, ever turns out well. If someone is calling you, that means their pal has been having trouble finding work. And you know what that means? More often than not often, that means they’re not very good.

5. Test Drives: See the “favor syndrome.” It doesn’t hurt to dole out a tryout assignment. If it doesn’t work, you may have to ghost your friend for a while. But it’s a lot better than friend-divorce. And speaking of which….

6. No Hard Feelings. I love this one. You tell your friend they have to agree that that the working relationship might not end well. And if it doesn’t, they have to leave and still like you. Well, it won’t work out just that way. But talking about it upfront helps.

7. Fire Fast. Yup, fire your friend if things aren’t working out. If you let problems linger, you’ll look bad to your co-founders, your employees, and your customers. You’ll lose your friend in the process, but so be it.

Your business, you know, is your only real friend.

Forbes.com | August 11, 2015 | Hank Gilman 

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]