Firing employees

Discussion in 'Business Operations' started by Henry, Aug 17, 2003.

  1. Henry

    Henry LawnSite Senior Member
    Posts: 549

    In 10 years I have never had to fire an employee. Now I have a guy that has to go because he is just too lazy, can't follow orders and just doesn't learn anything. He started without any experience and I gave him alot of chances to learn but he is useless. I never documented anything as far as problems with his work so what is the best way to go about it without causing myself any problems?
     
  2. DUSTYCEDAR

    DUSTYCEDAR LawnSite Fanatic
    from PA
    Posts: 5,134

    can u cut back on his hours untill he quits?
     
  3. Henry

    Henry LawnSite Senior Member
    Posts: 549

    Not really. The reason I hired this kid (19) in the first place is his father works for me. I don't have them work together but they drive together. I don't want to make him sit at the yard until his father get's in.
     
  4. MWM

    MWM LawnSite Member
    Posts: 102

    Here are the top 4 reasons workers don't do what you want them to:

    1. They think they are doing it.
    2. They don't know how to do it.
    3. They became distracted while doing it.
    4. They just won't do it.

    Reaons 1 thru 3 can be solved thru training. Reason 4 - they must go.
     
  5. LawnLad

    LawnLad LawnSite Senior Member
    Posts: 738

    Sounds like you have an extra consideration in terms of how you fired the kid with respect to the fact the father is working for you. Technically it's none of his business, but you may have to have a conversation with him after the fact.

    Do you have an employee manual? If you do have one and it lists reasons that an employee can be fired (e.g. Failure to follow directions/complete the job, etc) would be ground for firing the guy. The best thing is if you've got a signed document stating the employee understands and accepts the employee manual with these rules.

    If you've had conversations with the guy and explained the expectations you have and he has agreed to them, then I would recommend a conversation where you address the expectations again and explain how he is not meeting them. See if he agrees/disagrees. Ask him if he is happy working for you? Would he be happier working some where else? Just maybe if you're luck he'll quit thinking the grass is greener elsewhere. If he won't go on his own, then you'll have to clearly explain to him why his performance is not acceptable.

    Ultimately if he won't go and the situation can't be resolved through training, coaching and teaching, then as MWM said, they just don't want to change or do what is needed. Offer him the opportunity to resign which will bode better for him than if you fire him. See what choice he makes.
     
  6. Team Gopher

    Team Gopher LawnSite Platinum Member
    from -
    Posts: 4,041

  7. John Allin

    John Allin LawnSite Bronze Member
    Posts: 1,489

    Team Gopher...

    I read both of those articles. And, printed them off to give to our HR Director.

    Thank you.
     
  8. tiedeman

    tiedeman LawnSite Fanatic
    from earth
    Posts: 8,745

    I would just make sure next time to document every discipline action
     
  9. Grassmechanic

    Grassmechanic LawnSite Silver Member
    Posts: 2,697

    1. verbal warning
    2. written warning
    3. suspension
    4. discharge

    Document ALL disciplinary measures. I won a case against an ex-employee at my last job because I had a "paper trail". Good luck!
     
  10. goodbeus

    goodbeus LawnSite Senior Member
    Posts: 392

    Try sending him out with his dad...he'll prolly get a fire in him going...if not, maybe the dad will come talk to you about letting him go..
     

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