October 2020 Dealing with Difficult People Newsletter

Last month we discussed the release of my newest non-fiction book entitled Survival Skills for Supervisors and Managers – Guidelines for Business Success.

 This month we will discuss the topic:

WRONGFUL DISMISSAL

Many supervisors and managers are afraid to terminate unsuitable employees because they fear they will be charged with wrongful dismissal. This is a shame, because not only does their behaviour or poor productivity affect their own job, but other staff must take up the slack.

There are several steps that need to be taken to ensure you do it correctly:

Step 1 – Every position must have and up-to-date job description that includes:

  1. A general paragraph describing the position.
  2. List of KPIs (Key Performance Indicators). These are the main functions of the job.
  3. List of tasks that are necessary to meet the KPIs. (see below).

4. Standards of performance for each task under the KPI. Job descriptions and performance appraisals should both have detailed standards of performance to clarify what is expected of employees. A Standard of Performance is a yardstick against which performance in a part of a job is measured. It’s usually a series of brief statements of the quality and quantity expected within specific time frames and identifies the costs (in time and/or money).

Step 2 – Have a meeting with the employee.

  1. Go over the job description with the employee.
  2. Have them agree to perform the tasks identified on the job description.

Step 3 – If the employee shows bad behaviour or poor productivity:

  1. Immediately, have a meeting with the employee describing how s/he has failed to complete the tasks or has shown bad behaviour.
  2. Show them in the job description where they have failed.
  3. Identify what the consequences would be if the situation did not improve. This could be having a written warning put on the employee’s personnel file.
  4. If the situation is serious – place a written warning on the file and explain that the consequence would be termination if the situation did not improve.

Step 4 – Have another meeting with employee.

  1. Commend them on their change in behaviour (if it improved).
  2. Discuss the ongoing problem with them (if it has not improved).
  3. Place written warning on employee’s file or terminate if the situation is serious.

Key Performance Indicators:

  • These are the major functions of the job.

For instance:  (KPI) Responsible for all company training.

  • Under each KPI, list all the tasks that must be performed to achieve the KPI.

For instance: (Task)

Ensure that all supervisors and managers receive our approved 3-day supervisory training course by June 1st, 20____ for a yearly cost of less than $120,000.

  • Under each task, list the standards of performance relating to that task:

You can learn much more about this issue by purchasing my book Human Resources at its Best! How to Manage an HR Department

Roberta Cava is a best-selling author of non-fiction books. In total she has written 50 books; seven of them fiction and 43 non-fiction. She lives on the Gold Coast of Queensland in Australia.

To order her books:

Go to amazon.com then click ‘Books’ and under ‘search’ put Roberta Cava (which will bring up all of her books).

To contact Roberta Cava or Cava Consulting, please send an e-mail to cavaconsulting@ozemail.com.au

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