Reasons to Say Goodbye to an Employee

September 6th, 2011 by

Firing

CAI’s President and CEO, Bruce Clarke, recently shared a few surefire reasons to terminate an employee to Fox Business News. As the economy slowly recovers, it is important to maintain a great employee culture through increased morale and engagement. Ensuring your company has team players dedicated to their work is also important when trying to maintain success in tough economic times. If any of your employees do the following, it might be wise to consider letting them go:

  1. Excessive Tardiness: There are times when tardiness is unavoidable, but if an employee constantly arrives to work more than a few minutes late or takes a longer than average lunch break, he is doing a disservice to your organization. Issuing a warning to employees who have an unreasonable amount of tardies may work to alleviate the problem. However, if warnings do not work, firing is an option.
  2. Being a Debbie Downer: Employers and employees are already trying to survive the recession, so a staff member with a bad attitude can create chaos for everyone. Leaner staff and fewer resources mean that people have more to do, and an employee who is a not a team player will not last long. Gossip, inappropriate comments and vulgar language are among several items that senior management should not tolerate.
  3. A Social Media Dependency: The internet has made connecting with people a simple process. Socializing through any of the network-based websites, such as Facebook and Twitter maybe fine in moderation. However, if you have employees that do more tweeting and connecting than completing their actual assignments, it is time to bolster your company’s social media policy. Watch out for employees who post unfavorable information about their colleagues or place of work. This type of communication is grounds for firing.

For more information and tips related to employee termination, please contact a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Photo Source: Paul Stevenson

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