A metaphor for your team.
Let’s say hypothetically for whatever reason, you have landed yourself with a problematic employee. Their conduct in the workplace is starting to really affect team morale, healthy productivity and the bottom line. No matter what you do, you can’t seem to turn the situation around.
This scenario is enough to strike fear in the heart of every business owner in New Zealand and it should. One big mistake or worse, an intentional malicious act from an employee can really cost you your whole business. So how can you protect yourself and your business from getting into this situation and what do you do if it is too late?
The first thing you can do to reduce some of the risks is to develop a thorough recruitment, pre-employment and onboarding process for every employee you hire. In New Zealand, you can use the 90-day trial period or probation period to test if this employee is going to be suitable long term.
However sometimes even if you do everything right, it’s not enough. Somewhere down the track things take a turn and now the employee you thought would be amazing is a huge liability. Assuming there are no outright instances of serious misconduct, what are your options for exiting this employee from the business?
Of course, the best option for you will differ depending on your specific situation. Some ways to achieve this outcome include a 'without prejudice' settlement, a performance management process or even a redundancy process in certain circumstances.
Call us to discuss further if you need advice regarding any of these processes.
0800 4473 7283 or 0800 HIRE SAVE
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