Employee not up to standards, what do i do?
this employee has been calling in sick. 5 times in the past two weeks, when she is at work she is crying etc. after talking with her she said hubby lost 3rd job because of drinking problem and she has been so distraut over what is going on that she can't focus...she even didn't have the end of month numbers ready for me to take to the owner (she is the accountant under me) What do I do with her she's only been working here 9 months and is part of a small accounting staff of 3 others(total of 4) under me. As a manager what can I do?
Asked By: lily - 6/19/2006
Best Answer - Chosen by Asker
First step, consult your companies’ policy on discipline and dismissal. You can get into a world of trouble if you do not do things by the book and end up in court as a result... More
Answered By: professorofsuccess - 6/19/2006
Additional Answers (13)
She is not living up to her end of the deal. You should have documented her 'stuff'. It would have been better when you let her go. I would let her go.
Answered By: wildbill05733 - 6/19/2006
fire her. she's already pushed her limits there and if you keep her and hold her hand, she'll do this constantly. sucks, but you can't have your employee tell YOU what to do. Either you fire her or your boss will tell you to fire her. her actions will affect others at work and how you treat this situation will make a... More
Answered By: brand name user - 6/19/2006
It's kind of sad because people do lose their jobs because of too many personal problems or missing too much work but this woman is going through hell. Maybe you can find a way to get her to some counseling or something? Does the employer offer anything like that? I mean, you can surely sympathize with her. I had... More
Answered By: goodday - 6/19/2006
I hate to make the lady's day worse, but you need to set some goals and if she won't meet them you need to fire her. Make sure everythng you do that you put in writing just in case she comes back and sues you if you do decide to fire her. Make it very clear to her that she must meet your goals and standards in order... More
Answered By: lynda_is - 6/19/2006
Give her some time off. Its obvious she needs it. Maybe refer her to some one who can help her and her husband with his problem. I don't feel like firing her is the best answer right now. She may not be about to handle all that at one time and may even become suicidal. Talking to her was the best thing you did right... More
Answered By: dqchild - 6/19/2006
as a manager you have a responsibility....talk with her...let her know you understand that she has personal problems, but first and foremost you have to make sure that business is run smoothly. it sounds like she can't afford to lose this job since hubby is having those probs, so she might want to consider leaving the... More
Answered By: hottie2002_23 - 6/19/2006
Refer her to some counseling, she seems to have emotional problems. If she doesnt do it, or does and doesnt change, then fire her. You have to give a person a reasonable warning and an interval to try and change if you want to fire them without the threat of them sueing you for it. BTW I'd start looking for a new... More
Answered By: wrf3k - 6/19/2006
Explain to her that although you sympathize with her problems, she must learn to leave them at home or her husband won't be the only one without a job. Also you might suggest she contact Alanon to help her cope.
Answered By: Debra S - 6/19/2006
i think the best way for her is to marry me n call me over there n i 'll do job n full her with love n i think she just wanna love n care tht the reason she is facing all kind of problem don think so tht m joking
Answered By: Happy_Rules - 6/19/2006
What you should do and what you can do are probably two different things. Depending on how your workplace is set to handle these situations, you should let the employee know her work is suffering OR file an employee action form with human resources... More
Answered By: Carl S - 6/19/2006
Document any communication. Keep any of her personal out of it and base all findings on actual performance and fact. Give her written warnings and after this go to HR. IF no HR, this is your superior's problem. Sounds like you could use some Mgmt. training. Good luck,
Answered By: Max B - 6/19/2006
Did she display competency at the beginning of the work period? If so, she might be an employee worth retaining, and you might want to invest in counselling... More
Answered By: jetgirly - 6/19/2006
How did you become a manager if you cannot handle this small problem? I am not trying to be rude, but this is standard stuff.
Answered By: T - 6/19/2006
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