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When You Should Be Happy That Employees Quit 
 
by Glenn Shepard
July 26, 2016

Category:  Management

 
   

 

Miami, FL Aug 23


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Dear Glenn,

      I recently dismissed an employee for poor job performance. I had documentation showing he was not producing as expected, and was costing the company money over and above his pay. All on-the-job guidance had been verbal. He filed for unemployment, and won.
     We are a repair facility, and every job is different. There is no possible way to have an employee "How To" manual for every job. There is no way we can watch every employee all day and do written documentation on every incident that could prove them incompetent.
     I don't think "employee warnings" are exactly what is needed. What do you recommend for proper documentation?

- Michelle in Minnesota

Dear Michelle,

     Unemployment benefits were signed into law by Franklin D. Roosevelt on August 14, 1935, as part of the same act that created welfare and Social Security.
     While politicians rant and rave about welfare reform, I’ve never heard one with the guts to address the rampant fraud and abuse of unemployment benefits. The federal government’s website clearly states that benefits are only to be paid to people who “Become unemployed through no fault of their own”, yet they’re handed out like candy.
     You can appeal the ruling and continue to fight it, but it may not be worth your time. A State Farm agent who attended my seminar in New York appealed a claim from an employee she fired and won. It was worth her time because the employee was her step-daughter.
     No matter what, Document, Document, Document everything. It’s a pain, but that’s the world we live in today.


- Glenn in Nashville, TN
 
Click the red Ask Glenn button to submit a question. You may remain anonymous if your prefer.

Last week, I received the best email ever. (Name withheld for obvious reasons):

Dear Glenn,

I had all 15 of my employees participate in your DVD program “How to be the Employee Your Company Can’t Live Without”.

Within a month, THREE resigned!

For the first one, I was ecstatic. She was a pot stirrer and looks for other people to make her happy. I was relieved to see her go.

For the second one, I was like “really”? But decided it was OK also.

For the third. I was dumbfounded, frustrated, angry with YOU and your DVD program and ready to send it back before anyone else quit.

Then as I calmed down I thought to myself, “Was this Glenn’s plan from the beginning? Did I just weed out the bottom % of my staff, the poor performers, the high maintenance, unhappy people?” I think I did. And I think I became more attentive to the rest of my staff, and a better manager/employer.

So was this your plan? Is that what was supposed to happen, besides the good people getting better, the ones that could not or would not improve will leave?

Thanks, we are all much closer and happier at work now!

The answer is “No”, we never want employees to leave. As business owners, managers, and leaders, we’d prefer that people shape up instead of shipping out.

But no matter how much you want people to succeed, you can’t succeed for them.

THEY have to care about their jobs.
THEY have to want to succeed.
THEY have to want to be part of your team.

If they choose not to, you need to get rid of them.

Jim Collins, author of the best-selling book Good to Great: Why Some Companies Make the Leap and Others Don't (which I highly recommend), said “Leaders of companies that go from good to great start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.”

If a DVD program that emphasizes the importance of showing up for work, being on time, working well with others, and being low maintenance runs an employee off, I assure you it’s someone that needed to go.


 

To Your Success,

 

 

Glenn Shepard

 

P.S. If you missed the program she was referring to, click here.


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