Performance and Termination

To survive in an organisation an employee has to abide by various rules and regulations set by the management of the company. The company is free to terminate any employee if he is going through under-performing stage and struggling to perform well. His under-performance is evaluated on a regular basis by the respective reported manager of the company. Three warnings are being given to the employee to perform well and if he is not getting the opportunity to grab those then he is dismissed or terminated. In between all the conversations and loops are being documented by the HR for further procedures.

Though termination of an employee basically is decided upon his performance, but there are various other causes which can dismiss an employee’s service. His lack of fit with the organisation, inability to perform job responsibilities, conflict with managers or other employees or any other misconducts, etc. Small firms cannot afford any unproductive employee because it can cause poor result to the company very easily. But the termination should also be done in a right way to avoid various pitfalls, like reduction in moral values and productivity among remaining employees, decline in company’s public image, difficulty in recruiting new employees.

You would need to take note of the fact that terminating an employee can work out to be risky affair for your business. You would need to be a bit practical and a fair process does go on to reduce the liability. Give him some time to improve.

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