I'm new to people mgmt and as part of a move to a new office, I had to hire a junior employee. I was forced to hire someone in 2 weeks, while simultaneously moving to a new state. I was an idiot and stressed out due to the move, so I didn't have time to get any references regarding him. Now that I've gotten some references, it's clear my hire is has some clear issues with work. My new hire isn't working out, he totally doesn't want to do any work, and when confronted, he just deflects or talk about suing the company. How do I get rid of him without brining on a lawsuit or worse? Note: I'm not at LiveOak, this is a friend's account. #companyculture #pip #firing
If it’s at-will employment you can fire them
Put them on PIP and give them a final warning if you like.
Numbers, testimonies, and documents. You can’t just say “he doesn’t work” because it’s subjective. You have to show that he does 7 tasks when the standard is 10. Show negative opinions by other people about his work. Show actual issues (substandard work, noncompliance, insubordination, etc.) with specific cases involving specific parties on specific dates. Once he realized that you are measuring and documenting his every move, then he either shapes up or gives you enough material for termination.
I’d document when the work lacks so you have specific examples. And examples in writing of the times you gave him feedback and communicated there was an issue.
Why not ask your HR instead of Blind
Good question. It's my first time doing this, and as an individual contributor I have never trusted HR, so now as an new people manager, I need to use HR as a resource.
Aren't HR skilled at this? HR can just walk out a person
Don’t you have PIP? Give some targets in PIP which he will not meet anyway .. and pip him out
Document everything. Document your 1-1s with him where you state you need to do x by y or else you are not meeting your job description. And document the conversation that says if you are not meeting your job description in x days you will be let go. Also be sure he has a written job description that he has signed. Document every conversation via email
At will he can be fired
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Tell him not to come back and to sue his references