| by John Ryan,
Eastern Iowa SBDC, Davenport, IA You have noticed a continuing decline in the performances of an employee. But you realize you have invested time, energy, and money in the previous training and development of this person. You certainly don't want to throw that away. And in today's problematic work force, replacement may be even less productive or even impossible to find. Before firing an employee, try these six steps of intervention to see if a remedy can remove the problem so you don't have to remove the employee.  Step #1
Very specifically, in a private and peaceable manner, identify and define the performance problem. Insure the employee understands exactly what the deficiencies are.
Step #2
Explain logically and specifically the impact of this problem on the business. Is it slowness of output or poor quality or inability to meet standards or unwillingness to be an active team member, etc? Aim for specifics! Step #3
Seek out and logically analyze the reasons for the problem. In addition to direct questions, be certain to encourage real openness from your employee. Intimidation and aggressiveness at this point only creates a cowed or angry employee who will probably not attempt to improve. Remember the three main reasons employees don't to what is expected of them. Step #4
Detail in writing and verbally what is the expected performance standard. Be certain the employee fully understands what is expected, is necessary, and is needed. Step #5
Haarlem hotel rooms Together, examine possible ideas to solve the problem. And, again together, in depth and with specificity, detail the chosen resolution. Step #6
b&b hotels Ennis deals Put in writing the chosen course of action, with any and all specific parts and dates for evaluation and completion. Be certain both of you and your employee understand all of the component parts of the plan and the results if the plan is not met and improvement is insufficient. Be sure to monitor and evaluate in an ongoing fashion. Offer encouragement, training if necessary and support during this period. Following these six steps can save money, emotional wear and tear, the loss of an employee who could be a productive team member, and all of the attendant fuss and fury that accompanies a termination. For more information on employee issues, Cork hôtelscontact a consultant at a Small Business Development Center. > See also: Human Resources & Personnel | 
