Market Harborough Based Brady & Brady Offer Advice On Dealing With Problem Employees
7th November 2008
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Dealing With Problem Employees - Help!!!

When taking on new staff, we are full of hope and enthusiasm that we now have a refreshing asset for our business. In the majority of instances this is indeed the case - however sometimes we get it wrong.

So, what do we do when new or longer serving staff begin to rock the boat? How can we deal with staff who become frequently late for work, develop a 'couldn't care less' attitude, are rude to customers, have a poor attendance pattern or are simply not performing to the expected level?

I don't profess to have a magic formula but my experience as a people management professional does lead me to believe that by having a set of processes in place we can help minimise disruption and avoid potentially costly Employment Tribunals.

Here are my top 10 tips:-

• Take time to consider the requirements of the job you are recruiting to - develop a Job Description (an outline of the main tasks) and a Person Specification (an outline of the skills, experience and qualities) which the ideal person should have - this will help build a clear picture of your needs.

• Consider where or how you will advertise the position - who will see it/hear it and respond.

• Shortlist candidates for interview against the requirements in the Job Description and Person Specification

• Use the Job Description and Person Specification to generate the questions you want to ask at the interview - remember you are looking for evidence of ability and best fit to help you make your decision.

• Prepare a range of questions - be consistent and avoid asking questions which could be taken as discriminatory.

• When appointing provide a Contract of Employment setting out key Terms and Conditions (including a probationary period).

• Provide copies of the following Employment Policies:

- Conduct
- Grievance
- Absence

• Monitor and support the employee for at least the first 3 months - give feedback on their performance - good and bad!

• Set the standards for the type of environment you want to establish and maintain.

• Have regular 'team' or 'employee' meetings to keep a finger on the pulse and exchange positive and negative views on how things are going - share and invite new ideas.

By providing a set of employment documentation, you will have a more solid and less personalised basis from which to work.

If you would like to know more - please contact Walter Brady at Brady&Brady Limited.

Business Line: 01858 - 540179
Mobile: 07931 - 989508

For more information about Brady & Brady Ltd and their Human Resources Business services click on the link below.

Brady & Brady on The Best Of Market Harborough

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