Employee Trouble.....Need help.

[Jenesis]

As most people know, I own a mainstream business outside of the escort industry.

I am having some trouble with an employee since the pandemic hit and I don’t really know what to do about it. Well I do, but I am having a hard time with it and I guess I am looking for other options.

So here is the story,

When the pandemic hit, we went totally remote. It was pretty easy for me based on my line of work. I saw an upswing in contracts and it was good. Everyone was able to get onboard with the work and zoom and all the stuff I changed to remote working except one employee. Which made no sense really because we are all tech savvy, we need to be, but this employee took awhile to get with program, often siting internet issues. Modem this, speed that, blah, blah, blah. Finally they get all that fixed. No more issues.

Then we go back to the office part time, things are ok, but on days that this employee is not in the office, work is not getting done. Deadlines are not being met. To counter this, I changed all deadline dates to correspond with that employees in-office days.

COVId numbers started rising again, so I went back to total remote working a few weeks ago and this employee has now gone back to missing deadlines. Saying they are working on it, but often have not being able to be reached. If they are available, it is at the end of the day and then the famous line is “First thing in the morning, I will finish.” I often don’t get the work until 5 minutes before the end of the next day, not in the morning and the last two times, it as been the morning but the day after.

This employee handles a niche part of our business. Something that was actually created just for them. Something I can do without in the business personally but we have clients now that will need this maintained. Which I can learn the basics, but if something major happens, I can’t do anything. I would have to hire out.

I’m already struggling with keeping our reception since I am not renewing my office lease. We have all been successful at remote working, I am transitioning to total remote working from now on. It saves me money in the long run and I find all the other employees actually work better. My basement will become the new ”office” for filing, etc and I can host meetings at home if need be once the pandemic is over. So I won’t be needing our receptionist any longer. I am trying to find them a new position to keep them employed with me.

But this part- time slacking, pain in my butt is going to completely slack off now and I know it. I don’t want to be an ass and fire this person right after Christmas, during a pandemic and when there is no new help from the government except regular EI now. I mean CERB was not as much as their salary but it was more then EI I believe.

Is there a way to motivate an employee that maybe I am missing? Remote work has really changed the employee/employer dynamic. Some of the usual techniques don’t seem to be working.

Anyone got an idea so I don’t have to this person?

 

[Indiana]

Do you have performance based bonuses and increases?

 

[Jenesis]

Do you have performance based bonuses and increases?

Yearly salary increase - yes. Theirs is not due until end of April.

Bonuses - one Christmas “bonus” which is more like a gift. Not really based on performance. Everyone gets the same amount.

 

[Tomoreno]

It's virtually impossible to motivate a person who doesn't want to work.
If your work isn't getting done - why keep this person around?
All you need to do is simply make it clear to your employee that you'll have to part ways if results don't improve.

 

[tightfit]

Have you tried talking to them to resolve the issue........are they doing other work to increase their take home salary..are you paying them above the average salary?There is always a reason why work suffers...is there health ok? do they have kids/dependents? or are they like most struggling to pay the bills...
find the reason and you have your solution..ortherwise start looking for someone to replace them.

 

[Ref]

Set up a desk in your basement or in your meeting room for the short term and have them report there. In the meantime recruit for someone who can perform those niche duties. I would also cross train another employee as a backup.

 

[unassuming]

Give it to them straight, "Your work performance is not up to my standards (missing dead lines etc.....) , I will give you one more month to pull up your socks, otherwise, you will be terminated"

You will then have to document this conversation and document every thing else that this employee does and does not do afterwards. for legal reasons. If employee is still slacking after one month, terminate him/her.

Sometimes you gotta be an ass.

 

[shack]

Aside from, and probably prior to, having a discussion with this employee, you should document as many of the previous incidents of tardiness as you can, dates and times etc. You need to establish that there is a pattern as opposed to just the occasional incident. You can present it to the employee at that time and give them strict parameters as to what you expect of them, even if it is a repeat of what you've said before. Let them clearly know the repercussions if this pattern of behaviour continues.

Document this conversation as well. I am not sure if it is appropriate to have the employee sign something acknowledging the meeting and the discussion that took place. Employment lawyer is never a bad thing from the employer's standpoint.

After that, see what happens, still recording the employees results. Once documented, you can decide when enough is enough.

 

[Platon]

Sounds like that employee is going through some psychological issues/burn out/realizing that they don't want to do this type of work anymore. Pandemic made a lot of people reconsider their priorities. That employee maybe waiting to get laid off so he can claim EI and get some time off to put together a plan and start fresh. Or, it could be just lack of structure and constant fear mongering by the media that made it feel like work is not as important anymore. Just have an open conversation, ask what is it that's missing, be sure to document things to avoid future issues.

 

[jalimon]

It's virtually impossible to motivate a person who doesn't want to work.
If your work isn't getting done - why keep this person around?
All you need to do is simply make it clear to your employee that you'll have to part ways if results don't improve.

Exactly what i think.

I ask our staff to 'sign in' via our Slack channel when they work, pause, lunch... I ask questions randomly when staff is 'in'. I can spot easily those who never respond in a timely manner. Sometimes i will call them... Where they have to admit they are not in front of their computer. Then i give written warnings (important if ever you are challenged in a lay off).

As Tomoreno wrote its only the ones that seems out of motivation that gives us issues. And motivating them can be tougher then bringing new staff.


P.s. When i ask our staff to sign in on Slack i told them its was like when they physically came to the office. All knew who was in or not. Much easier when you need teamwork or need to ask questions when you know who's in or not.

 

[malata]

if he is not effecting the bottom line and is on top of his game, then cut him some slack. if he's on terb in the politics section bashing trump on your watch, then call the geek squad for a replacement

 

[yomero5]

You're only option is to fire him.

 

[saxon]

Lay him off.

 

[FUCKMEISTER]

Lay him off.

Day off without pay each time he misses a deadline. That should fix it especially if he his married. ( honey, we don't have money for that.)

 

[HEYHEY]

Give it to them straight, "Your work performance is not up to my standards (missing dead lines etc.....) , I will give you one more month to pull up your socks, otherwise, you will be terminated"

You will then have to document this conversation and document every thing else that this employee does and does not do afterwards. for legal reasons. If employee is still slacking after one month, terminate him/her.

Sometimes you gotta be an ass.

This is what I would do

 

[malata]

Lay him off.

you wouldn't want to lay him. this would be considered a benefit

 

[Insidious Von]

As I said in a previous thread, a boss can never be friends with their employees. They have to respect your authority otherwise they will inevitably take advantage of you.

malata any more Toy Joy?

 

[contact]

I terminate people fairly regularly (not part of the job I enjoy) many unionized which is more time consuming but 100% doable if you follow the CBA

document everything if you have a conversation have another person present HR works well if unionized they may have a rep present

send emails clearly outlining the issues if they are claiming internet issues or equipment offer to replace them or assist in fixing IE send your IT guy over if needed

set clear deadlines if they miss said deadline without a valid excuse then send a letter registered mail or in person (to ensure they receive it) outlining this is a written warning and that if your performance does not meet said expectations then further disciplinary action will result up to and including termination. the longer you let it go the harder it will be

 

[oakvilleguy]

Maybe the person has some distractions at home like a child on a partner that needs attention while working from home? 1 know. It's not an excuse but have you spoken to the employee about your concerns?

 

[Krakatoa]

If your employee isn't trying to "wow" you, get rid of them. I want my employees to be constantly trying to please me and impress me.