You hire people you think are capable and talented, who you believe can help your business grow. But there are sometimes situations when you’re running a business when certain employees will destroy your trust. It’s a painful lesson to learn, realizing you’ve hired the wrong people. Here are 10 scenarios where employees can turn against you.
1. They steal from you.
Whether it’s paper from the copy room or cash from the till, when employees steal, it says they don’t respect you or your business. It says they don’t feel like a part of your company’s growth and success, and are willing to work against it to meet their own desires. If you suspect an employee of stealing, make sure you’re right. Install a camera or ask for witnesses. Then when you’re sure, decide what the punishment should be. Is firing the only way, or would a probationary warning work?
2. They lie to you.
If you’re working to foster honesty in your company, it can be difficult to accept that not everyone follows this policy. Employees can lie because they fear you’ll fire them if you know they’re behind in their work, or simply because they take pleasure in it. Make sure your staff knows how much you value honesty, and that they won’t be persecuted for telling the truth ever.
3. They ruin employee morale.
There are those folks who aren’t happy, and they don’t want anyone around them to be happy. They spread their negativity to all they work with, creating a poisonous atmosphere that is anything but conducive for being productive. If you feel this is the case, schedule a meeting with the person in question and probe him into why he’s so unhappy. He might not realize he’s spreading it like wildfire.
4. They were dishonest on their resumes.
If a new hire wants a job bad enough, he might desperately fib on his qualifications. You’re off to a bad start in this situation, as his inadequacies will quickly be revealed through his work. Unless you’ve got a compelling reason to keep him, this is grounds for firing.
5. They consistently deliver poor results.
As a small business owner, you have certain expectations of all of your staff. When someone continues to underdeliver, ask yourself whether he’s simply overwhelmed with his workload, or if he’s lazy. You may not be able to tell, so schedule some time to discuss it. Let him know you’re disappointed in him, as you know he’s capable of more.
Trust is a two-way street, so make sure you’re living up to your staff’s expectations of you. If you lead with open communications and honesty, the idea is that your employees will follow suit. When one doesn’t, it’s a red flag that there’s something wrong. Dig in to find out what it is, and determine whether you’re better letting him go than working on the issue.
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