Managing a Slacker Employee Kansas

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Having a slacker on the team can really bring down the morale of your staff. More so, it can negatively affect your business. Consider these options when trying to manage a deadbeat employee.

STEP 1:

Discuss expectations and progress. If a new or long-term employee is quickly becoming a deadbeat one, schedule a meeting to discuss your concerns. Review expectations of the employee and ensure that he knows what his job description is. Talk about how you expect him to be progressing in his job at this stage and if necessary, give him some incentive to step up and meet your expectations. These types of interviews usually scare a deadbeat employee into smartening up on the job.

STEP :

Retrain the employee. Another good way to manage a deadbeat employee is to give a strong hint that he isn't doing his job properly. Force him to go through training again. He may argue that he knows his job, but simply state that you haven't seen proof of that lately and that you want to make sure you've done everything you can to preserve his job for him. Any deadbeat employee will take note of such a dire situation and do a better job.

STEP 3:

Give warnings. After all positive approaches have been exhausted, manage a deadbeat employee by giving him a formal warning. This should be something that any employee expects for less-than-acceptable job performance, or it will not be taken seriously. Have the warning typed up, and then review the warning with the deadbeat employee. Goals should be set by the employee to behave more appropriately while on the job, and supervisors should monitor this closely.

STEP 4:

Fire him. If, after countless hours of training, interviews and warnings, a deadbeat employee still can't step up to the plate and do his job properly, then you have ample reasons to fire him. Keep the conversation private and professional. Use a calming voice and go over the reasons for your decision in a calm and rational tone of voice. At this point in a deadbeat employee's career, he should have seen the possibility of being fired. It shouldn't come as a shock if you have properly tried to manage a deadbeat employee. Treat him with respect as he gathers his things and see him out. An angry ex-employee does not need to disrupt other productive employees. Once he's gone, review your hiring procedures to ensure that you have methods for weeding out deadbeat applicants before they become deadbeat employees in the future.

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