Letting go of an employee is never easy, but it's a vital step if you want the company to grow. Much more the management should fire an employee if they've been showing signs that threatens the company's growth. Having just one on your team can reduce the productivity of a high-performing group by 30 to 40 percent.
Sometimes the way to go is to help build themselves again, but there are also times when your efforts won’t be enough—and when that approach doesn't turn around, it's probably a sign to let him or her go.
But how do you know when to call it quits? Here's a cheat sheet that you could freely download to find out how:
1. They're not trying to improve.
Mentoring and coaching is an effective way to help underperforming employees, but it's also a two-way process. But if that employee isn't interested in improving, there's no amount of time and effort, or even incentive that will get themselves to improve.
2. Behavior is getting worse.
Usually, when you confront an employee about a performance issue, most of them will react by trying to improve themselves. However, if you're faced by disinterest, disengagement, or worse, a negative reaction, it's a sign that things probably won't get better.
If you notice them constantly arriving late without notice, leaves the office early, or take breaks every hour, you could tell that that employee already doesn't have a sense of pride about the job they currently have, and doesn't care about performing better.
3. Always has a negative attitude.
They're always complaining about every little thing to any one. Their days comprise of conversations on minor annoyances. Be careful with these employees because they are toxic, and a toxic employee also poisons the attitudes of the rest of your team.
Talk to that negative employee and discuss his behavior, and how you can help them become more positive in the workplace. But if their response is just to continuously complain, then as them to pack their bags and step out the door.
4. You get complaints from customers.
It's easy to see the negative effects your problem employee has in the office, but what about the impact it has outside the company? Pay attention to the feedback your customers or clients are saying towards that employee.
Customer who have a bad experience will tell between nine and 15 people about the experience, and 86 percent of customers will stop doing business with a company altogether due to a bad experience.
Don't let a "bad apple" be the reason for your company's downfall. It if continues, it's time to find someone else.
5. They're always causing HR issues.
When problems reaches HR, that's probably the time to fire that employee. Problems could be sexual harassment and/or inappropriate jokes. Companies require a certain number of warnings and documentation before taking action, but that's already a reason to seriously think about the welfare of the employee and your company.
Recruiters work hard to attract valuable employees, and if a problem employee is on your team, it doesn't just affect the a few people, it'll affect your company, the reputation, and continued growth. So don't set yourself into hiring a toxic employee ever again on your next hire.