Some guys just dont get it -UPDATE-

[BIGSHCLUNK]

Reading Jeffs (viperman) "thanks" post remind me of a senario @ the shop today.

90 days ago I hired a new "processor" to evaluate incoming vehicles. I hired a young guy (25) for the job. Things started well, he was skilled for what I needed him to do, had a good additude, bought more tools, kept his work area clean and had no problem helping out the dismantlers when asked.   

In the 90 days (yesterday) he was out 7 days and 6 partial days. Ok , he was recently diagnosed with diverticulitis, his dad (10 years younger than me) had a heartattack, then a stroke, then his mom who he hasnt seen in years died and her boyfriend supposedly brought up on murder charges. Then a medical issue w his fiance which he lives with. REALLY?!!!! I wanted to have a talk with him yesterday (end of 90 day probation) but thats when the fiance call came.

Ok ... **** happens right? He's been a great guy when he's there. But also in the 90 days he's been late half the time and late back from lunch about a third of the time. Gee I didnt realize jobs were so readily available.  Believe me my guy's see whats been goin on an they dont like it either. Ol' BIGS aint getn no respect .....  He's got a time line to get his **** together (cause he does have some talent). I was ready to boot his azz but my manager thought extend his probation a little. 

[hpe600rt]

id fire him

[Topcat]

He needs a reality check...a good talking to.
"We are clock watching you!"

Do that and if he starts messin up repeadily, then he's gone.
Make sure he fully understands that.

[Bullitt-]

I ain't never had a employee get better for long, they are what they are... Cut your losses and move on.

[brads70]

It's all well and good to be a nice guy...have a heart etc... for awhile, but bottom line is your running a business ... not a mental therapy clinic?

[challengermaniac]

Better make sure the state will allow the extension of the probation period and that they don't consider him a full time employee now that the initial 90 day probation period is up.  Otherwise, you will likely have to go through a 6+ month documented improvement process with him before you can finally fire him if his commitment to his job does not improve.

[TinCuda]

A friend of mine runs an equipment rental business.   He hired over 200 people last year because he could not find one that wanted to work. He even told me that pay makes no difference.   Minimum wage or much more,  they all just want to stand around or play video games on their phones.


.,

[Topcat]

We just fired our CRM telesales f/up Mgr.
She had an attitude after being there so long that her $hit didn't stink.
She stunk!

No upsells. 

I tried to warn her she needed to pick it up.
Didn't listen to me about the writing on the wall.

[Super Blue 72]

It sounds like you want to give the guy a break 'cause you're a nice dude, Chris. 

I say, lay it all out for him to see.  Yes, he's a good worker, but only when he is there.  He's in a probation period that he's demonstrated he's not a reliable worker. 

Tell him you have a business to run and you can appreciate he's got some issues he's dealing with (whether or not these things are true, who knows...) but you need to have someone there for the established amount of time to have your business run smoothly.  Give hime another probation period, albeit shorter, and tell him that even though his probation period may end, it still dosn't guarantee him a lifetime job and that he can still be fired for inabilty to maintain his hours there.  Let him know he gets X number of days off a month/year for personal/sick time.  After that, he needs to find a new job. 

[BIGSHCLUNK]

Oh ya he's got a limited time run here. Its step up or step out. I  have a 5 man crew. I explained a company cant run on 20% of the crew MIA. Its still a PITA. But I will say he still had a good additude the rest of the day. Also my manager sat in... always good to have a witness. 

[ntstlgl1970]

Better make sure the state will allow the extension of the probation period and that they don't consider him a full time employee now that the initial 90 day probation period is up.  Otherwise, you will likely have to go through a 6+ month documented improvement process with him before you can finally fire him if his commitment to his job does not improve.

I'll add to this by saying document everything. Everything. We just had a class on this at work last week. It sucks that you can't go on a handshake agreement anymore.

[BIGSHCLUNK]

I'll add to this by saying document everything. Everything. We just had a class on this at work last week. It sucks that you can't go on a handshake agreement anymore.

Oh ya... time sheet print out , meeting notes . dates ect!

[purple1]

Bigs, I work for the local county here. Getting rid of someone after the probation is over is worse than pulling teeth with dirty pliers and no nova cane. Being a small business I don't think you would have those issues but he may try and get unemployment if you let him go after 90 days. That could make your insurance costs go up. May not be worth the headache. Lots of good people out of work right now to take his place. 

[Oldschool]

Hit him in the wallet first. If you have already been docking his pay for the time he has missed, then apparently he doesn't need the money or the job. If you haven't been docking him, start now - after you talk with him. A hit to the wallet usually gets their attention. The only reason he keeps doing it is because he thinks he can keep getting away with it. Give him 30 days for flawless performance or he is gone. Make sure you let him know the outcome is in his hands - his choice. The job will remain open to him IF he mans up to his responsibilities, and he will be gone if he doesn't  --  his choice...   

Good luck Chris....    

[BIGSHCLUNK]

Ken, thats pretty much where its at! I dont give out "free" $$$. He will show me his choice thats for sure.