Ms. Grall agrees that reputation is something to consider. If you fire without due diligence, “you’ve just sent people out to the marketplace with a really bad feeling about your company.”
Like it or not, in situations where an employee isn’t performing up to par, the onus is on the employer to try to make the situation right – and to make a record of those efforts.
“You need to be able to demonstrate that you have made every effort to get training for that person,” says Ms. Grall.
Clearly documenting attempts to correct poor performance is a non-negotiable step of the process. “I’ve seen situations where the poor performance has gone on and on and then the employer is in a tough situation,” she says. “Everyone may agree this person needs to be let go, but if you haven’t documented then you could be looking at a lawsuit.”
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