6) Call the accused employee and tell him what you have found so far. It is easier to keep track of your workers in a small business. For example, the protected employee is the owner's daughter or a substantial customer's sister. If counseling does not reveal a valid reason for terrible productivity or reveals a problem that can't be resolved, you must issue a recorded warning and place in the employee's Personnel folder. At the same time, publishing too many details on the precise remedial method followed for specific problem actions can leave you with little flexibility. Let me discuss this last point, resignation, a bit more. After you have communicated to the worker the dismissal, ask the worker if he or she has any questions. In other words, having a good severance package to offer a departing worker moves Personnel into the realm of PR, making the effort put into the package all the more worthwhile. How to Go about Firing a Disabled Worker. It will likely not the be the last time you here from the sacked employee. As you know, you have received 3 warnings for terrible productivity.

As you might imagine, you should sack MANY workers when you're a turnaround consultant. Also, the worker may have legitimate questions about the dismissal package and the separation agreement, which he couldn't think of during the stressful separation meeting. Finally, you give the jobholder several chances to offer his own performance improvement plan and to rebut your warnings. In chapter 6, I used a case study to show how progressive discipline works.