Every manager has been there. You have an employee that just isn't working out.
At the Hardscape North America educational session, “How to Handle Problem Employees,” green industry attorney Patrick McGuiness shared his best practices for improving or terminating an employee.
However, if you have a lot of problem employees, the real problem might be you. "Be willing to self-reflect," he said. "No one is perfect."
The key is to have a plan in place, make sure employees understand what's expected of them, and take quick action, rather than putting problems on the back burner.
The first step is providing clear guidance for employees, McGuiness said, and don't rely on common sense. "To you, common sense is what you think should be done," he said. Instead, set clear expectations and communicate them effectively.
An employee handbook are a great way to both inform employees what's expected of them, and prove that they are familiar with company standards and procedures. This comes in handy when addressing an issue with an employee. "A handbook is the best way to show someone why what they did is unacceptable," McGuiness said, adding that it explains the purpose of the company, creates a sense of duty and gives a big picture view.
It should also include drug testing policies, requesting leave, anti-harassment policies and customer service policies.
If you do end up having a problem employee, the key is to respond to the performance issue right away. "When somebody messes up, you say you're going to deal with it later and then you forget," McGuiness said. "Force yourself to calm down and deal with it."