How to Get Rid of a Problem Employee

Every business has one at one time or another: A Problem Employee. A problem employee doesn’t appear out of no where. Actually, the best recourse is to try to uncover future problems with a prospective employee during the interview process. Usually, asking certain questions during an interview helps uncover the potential problem employee. In the interview, note any body language that appears negative to interview questions asked.

But, what if the problem employee is expert at hiding their flaws during the interview? A lot of companies choose set up a employment terms that include a 90-probationary period, in writing. The probationary contract allows an employer to define terms of the 90-day work arrangement and helps stabilize any benefits that may be offered after the 90-day period ends. One of the most beneficial features of this plan is that the employer can judge inter-relationships between new hires and other employees. It also identifies any personality problems that appear in this time frame.

Should the newly hired employee exhibit negative tendencies that may become potential problems, there are several recourse’s to consider:

1. Prepare an informal employee performance appraisal
2. Discuss with the performance appraisal results with the employee
3. Tie the performance appraisal to any performance increases or benefits

If the employee continues a pattern of behavior that indicates a common problem that interferes with work flow or productivity, it may be necessary to submit a disciplinary warning. If the problem employee ignores this written warning, it should be followed up by a verbal warning, complete with reasons for the disciplinary actions and ultimate penalty, loss of employment. If after the verbal warning, the problem employee makes no changes to their behavior, the only avenue is to officially terminate the problem employee as a last resort. Terminating employees in some cases should be done with proper documentation to avoid future legal liability. Copies of documentation stating the case for termination should be provided to the problem employee. Providing such documentation becomes a matter of record for the company and make it difficult for the problem employee to dispute should that situation arise. Getting rid of a problem employee should be viewed by the employer as a constructive and healthy means to preserving good business policy and practices. Thus, getting rid of a problem employee comes down to: