Occasionally, despite your best effort, you’ll encounter a problem employee. This is never a fun situation, and it can put you in the difficult position of having to dismiss that employee. It can be frustrating when you have a problem employee. After all, when you hired them they were full of such enthusiasm and promise. So what happened that would have caused them to falter in their performance?
Reasons For Employee Dysfunction More than likely, before you get to the actual act of dismissing an employee, you will have spoken with him or her about improving their performance. Communication is the first step to solving any problem.
Perhaps your employee was unsure of how to do a job, or lacked the skills and knowledge necessary to complete the job. Believe it or not, some folks are too ashamed to admit that they don’t know how to do something. They don’t want to appear incompetent.
You can attempt to overcome this problem by making yourself as accessible as possible to your employees for questions and direction. If you are asked for help, try to be patient and understanding. More often than not, a lack of motivation or a poor attitude is the culprit with a problem employee.
In this case, have a pointed discussion with this employee about what changes he needs to make to ensure his continued employment with your studio. A bad attitude can be contagious among your other staff members, or even your students. So, if you sense that this is a problem that won’t go away, you’ll need to simply eliminate the problem quickly and quietly.
Handling A Bad Habit
If, on the other hand, you have an otherwise good employee who has adopted a bad habit – say, being late on a regular basis – you might consider employing a little strategy. Invite him into your office for one of those “hypothetical” conversations.
Explain to him that you have an employee that is not showing up to work on time. This throws the timing of the lessons off and the parent’s are starting to complain. You’ve spoken with this employee several times about his punctuality problem, yet it continues. If he were this guy’s supervisor, what would he do? Well, naturally your employee is going to figure out that you’re really talking about him.
So, you might get a “I dunno”. However, if you continue to press him for an answer, he’ll probably suggest that you fire that employee, or fine him. If his suggestion suits you, then tell him that will be the way you’ll handle that problem the next time it happens.
Hopefully, you’ll have thrown a scare into him and it won’t happen again. If it does happen again, make sure you follow through on the punishment.
One Last Note About Dismissing An Employee…
If you’re lucky, your employee’s dismissal will pass quietly. However, it pays to prepare for the dismissal before letting your employee know what your intentions are. Why? An unhappy employee can leave your school records and other important information all askew. You won’t know who owes money to you, and to whom you owe money to for the next several weeks.
In addition, attempt to diffuse the situation by explaining to the employee that he just wasn’t a good match for your school. However, you will try to help him find another job if you can. Then, send him out the door with your good wishes and a week’s severance pay.