Bad Credit Business Tips: 5 Classic Signs of Problem Employees

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For many small business owners, the worst part of the job is having to fire employees. Even if it is clear that the employee in question is not the right fit for the position, it can be difficult to let someone go. firing an employee can also have a negative impact on the morale of your team, as the loss of an employee can create insecurity which is compounded on by the increased workload they must manage until a suitable replacement is found. For these reasons, as well as the costs of hiring a new employee to fill a newly vacant position, firing an employee must be approached extremely cautiously. All this being said, when things are simply not working out, the longer that you wait to remove the employee in question, the more you risk even worse damages to your company’s processes and reputation through their negligence. In order to identify when it is time to consider letting an employee go, here are some sure signs that they need to leave.

The employee in question does not respect deadlines set for important projects. While there are many reasons why an important project can become delayed, if you find that your employee consistently has issues delivering what they are supposed to, that should raise a serious red flag. If you cannot rely on your employee to do their job in a timely manner, you will not be able to effectively rely on them to play their role on your team. This means that, unless they majorly change their behavior, they will have no future for advancement at your organization, and they should search for an environment that will be a better fit for them.

The employee in question consistently violates appropriate office decorum or acts as a nuisance. What’s worse than an employee not getting their jobs done is one who impedes others from being productive. If an employee is disruptive in the office, either spending too much time socializing, creating distractions for other employees or engaging in behaviors that are against a reasonable company policy, then it is imperative that you take steps to correct their behavior. If they refuse to stop or cannot offer a reasonable justification for what they have been doing, then consider letting them go.

The employee in question is not truthful when questioned about their performance. If you are noticing disparities between what your employee says they are doing and what they have been delivering, then you need to address these inconsistencies as quickly a possible. While it may be the case that your employee has simply misreported their performance by accident, if you discover that they are simply not being truthful or actively distorting information relating to their performance, then how will you be able to rely on them in the future when critical projects are hanging in the balance?

The employee in question refuses to acknowledge when they are at fault. In the case of a grave error caused by an employee, business owners are presented with opportunities to teach them valuable lessons, provided that the employee responsible is willing to admit that they made a mistake. If you find that, even in the face of a problem that they have caused, your staff member will still not admit that what they did to cause it was wrong, then there is no way that you can reasonably expect they will not engage in the same behavior that caused the accident in the first place.

The employee in question abuses privileges granted to them. If your employee takes the benefits of their job without committing to their results, that is another huge potential problem. If you give an inch and a mile is taken, you may be dealing with an employee who, when given more privilege, will become even more unreliable and unaccountable. Examples of abusing privilege are pushing work that they are personally responsible for onto subordinates (who may not be qualified to do their jobs), taking excessively long breaks or loitering in common areas, or trying to leverage their position in order to take advantage of company resources.

Photo Credit to Jeremy Vandel on Flickr

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