You have to be the one
who delivers the bad news on the following situation.
“You
are a department manager in a mid-sized company that provides technology
support services. You have ten employees
who are required to maintain a high level of technical expertise and deliver
excellent customer service. One of your
employees, who have been with the company for two years, is performing at a
substandard level and you have received numerous complaints from customers and
coworkers. In addition, this employee
has displayed confrontational behavior which has created a hostile
environment. You must now meet with this
employee and deliver an ultimatum regarding the need for immediate improvement
or dismissal.”
I
would at first do some homework. I would make sure that I had all the documents
regarding the complaints whether it was from customers or co-workers. I would
then look at if there is a pattern. I would look at if the employee has always
performed this way or was there a point in time when it started to go downhill.
I would make sure I had all my details together before I met with the employee.
I
would expect the employee to be angry at the information that I am about to
give him. He has displayed this before and I would expect him to show that
again. I would need to be prepared for that in my approach.
I
would call this employee into a private meeting. Talking to someone about a
sensitive situation like this in front of other co-workers will never end up in
a positive result. I would then ask him how things are going and if there is
anything about the job that he would like to discuss with me. There may be some
under lying issues that I don’t know about and can help to resolve. I would
then be up front and honest with the employee. I don’t believe you get anywhere
by beating around the bush or sugar coating things. I would start out by going
over what I expect from him as an employee and the standards that he is held up
to. I would then let him know that I have gotten several complaints not only
from the customers that we service but also from co-workers about his work
performance. I would show him the documentation and anything else that I found
may support the decline in customer service.
I
would expect for him to get angry and my approach to this would be to use
S-TLC. The stop, think, listen and communicate approach. Sometimes people just
need to get things out and if you just listen to everything they have to say,
you tend to learn about what’s going on with that employee. I would hope that
my approach to sitting back and listening would able him to get out his words
and then I can take that information and help him to be a better employee so
that he doesn’t lose his job. I don’t want anyone to lose their job and
sometimes there is more going on with the employee that is causing them to
perform poorly.
There’s
never an easy way to approach a situation where someone could lose their job. I
would just try and do the best I have with the information that I have. My
ultimate goal is to be able to help the employee resolve this issue and fix it
so that they can remain with the company and become a model employee.