Last week’s blog may have left some of you frustrated and overwhelmed, not knowing how to proceed or what steps to take next when having issues with problem or poor performing employees. Here are some practical tips to address and tackle the personnel matter of not walking on eggshells during the great resignation with some bits of information for the owners and managers who related to the points I presented.
When things begin to crack:
Address performance issues sooner than later.
- Research and investigate issues so you have all necessary details.
- Bring the matter/concern to an employee’s attention by scheduling a meeting in the business office or appropriate private setting versus in a public setting.
- If necessary, be prepared to extend disciplinary action according to your hospital’s policy (i.e., counseling, verbal or written warning).
See example: EMPLOYEE WARNING NOTICE - Have a witness present (preferably a supervisor of the opposite sex versus a peer).
- Discuss steps to prevent further disciplinary action.
- Discuss steps if re-occurrence of performance issue takes place.
- Document any warnings by having management and employee sign and acknowledge the performance issue and warning that is being extended.
- Place the signed copy of the warning in the employee’s personnel file. If the employee elects not to sign the document, document as such.
- Follow up with the employee within a few days/weeks depending upon the issue to make sure they are proceeding as expected. If they are not, proceed to the next step in the disciplinary process and thoroughly document every step as you go along as stated above.
- Stick to your disciplinary process even if it means terminating the employee.
In summary, follow these steps or seek assistance from a management consultant or legal counsel when additional advice or guidance is needed as well as when you have questions or doubts about the disciplinary process up to and including termination. Terminating employees may be the end result, but you want to make sure you are proceeding in a way that does not put the practice in harm’s way or at risk for any potential liability. You do not have to tackle these issues alone, but make sure you are addressing them and not walking on eggshells and avoiding them! As previously stated, you owe it to your team and yourself to address problem issues and employee matters sooner than later and hopefully these tips will help minimize employee issues for the onset, but if they do arise (which they will) these tips will be of assistance during these unprecedented times.
