Encouraging a Bad Worker to Quit Connecticut

Employee contracts vary from full-time permanent work to fixed-term work, home-based work, casual work, hourly work and so on and so forth. Regardless of the mode of working, most jobs typically fall into two main categories. These are full-time permanent jobs and contract jobs. The nature of a contract job is usually time-limited and specific. Even in a full-time job, there is usually a trial period during which an employee is evaluated before a permanent appointment is made. Therefore, labor laws in most countries permit some degree of flexibility for employers to filter good employees from the bad. However, when an employee is made permanent in a full-time position, then there is little flexibility for employers to fire employees or make them redundant. For the purpose of this article, this is the situation that is being looked at--how to encourage a bad worker to quit. Also, a bad worker in this context is one who is underperforming in his or her job.

If management is of the view that an employee is 'bad' and he or she ought to be encouraged to quit the job, the objective should not be to fire the employee but to get him or her to resign from the job. It is important for an organization to take this route for safety from legal aspects. Following are a few ways in which this can be done.

1. Communicate performance drawbacks directly. Most companies practice some kind of performance appraisal scheme or another. This sort of evaluation should be continuous and periodic. It is very important that the company has communicated to the employee about the job details in advance. This could be done by setting clear objectives at the beginning and evaluating them periodically. Should management feel that an employee is underperforming, it's very important to communicate about such performance concerns as early as possible. Following the review, a letter should be given as a warning indicating the need for improving performance. Any warning should take both verbal and written form. An employee who has already been warned should fall under close scrutiny. If there is no visible improvement, a similar but firmer warning should be issued. While this approach safeguards the company from legal situations, it gives the employer a chance to let the employee know about their dissatisfaction and also a chance for the employee to look for an alternative job. This is a direct way of encouraging one to quit his job....

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Author: Chaminda Suraweera