Monday, March 5, 2012

Lessons from Lindsay Lohan

"Affirmation without discipline is the beginning of delusion." --- Jim Rohn

Believing that the employer has a responsibility for its employees is step one toward building a great team. Responsibility however, should not be translating into hand-holding and pampering of employees, but creating a safe working environment with fair pay and benefits, and an opportunity to grow with the company.

That is a broad, general description that doesn't include other factors that come from the heart of a business leader such as caring for a team member injured on the job (above what is required by Uncle Sam), and celebrating with an employee the birth of a child. These fall under the term, "responsibility."

There is, on occasion, where an employee might take advantage of the employer's responsibility. Those are rare, but when it does happen, the employer should know when to part ways with that team member. In other words, it is okay to cut the cord... cut bait and move on...okay, I'll say it: fire them.

When faced with a difficult employee that wants to continue in a pattern of behavior that is unhealthy for both the employee and the business, there are three things you should do:

1.) Right the situation- Use all means possible to salvage the difficult employee. Although this sounds counter-productive, remember that you put a lot of time, energy, and money into bringing this person on board. You obviously believed in him or her, so there must be something there that you want to hold onto. Do all you can to keep or make that person whole again. If, as in the situation with Lindsay Lohan, the team member has a problem with addiction or troubled behavior, send him or her to your EAP or offer other services that might be available from your insurance provider. Allow them time off for recovery. If your company can afford it, do it with pay. Also, be on the lookout for domestic violence situations. If this person is a victim, be sensitive to his or her needs and provide the right resources. We offer a domestic violence policy for free to be included in your employee handbook. Also, take this quick READ

2.) Right now, right away- If you find that you cannot or don't want to try anymore with this person, severe the relationship. Fire him or her. Do it now. If you've tried to salvage this person, stretching yourself to the limit to provide resources in the form of medical help, financial assistance, more training, etc, then you've down all you can do. Do not continue to baby this employee. The rest of the team members are watching and they know what is going on. This person is dragging down the team. When you've made your decision to let him or her go, don't dance around it. Do it right away, and not halfway. Be sure to have someone present with you and do offer severance if you can.

3.) Right down everything- Okay, the grammar isn't correct, but it fit the sequence. The point is to document, document, document. Write down every thing that has transpired regarding this employee. Be sure to include time and dates and the names of any witnesses that may have been present. Your only defense if you terminate this employee, is to have a running record of everything. No special forms are needed. A simple legal pad and pen should do the trick.

You don't need to have a repeat offender in your midst. Do all you can, but don't be afraid to fire someone. Most of the time, when a business leader lets a problem team member go, the other team members get stronger. They were waiting for you to make a move.

No comments:

web analytics tool