tangirl

Second Case Scenario:Larry has a bad attitude. Everything is wrong with his job, his pay, the company and everything else. Larry has been with you now three months and he has never had a good day. Yet, Larry always does not job adequately. Not good, not bad, but he works at an average rate. You know Larry could do a lot better if he wanted to. He just simply doesn't want to.What would you do? What discipline is appropriate? How would you write it up?

Becky

I would have a private chat with him and give him my perception of his attitude and how it was affecting others. I would be honest and let him know it is not good for salon morale and that things needed to change. I would then ask him how we could work together to improve the situation for all concerned. If he is not happy with his job, he might need to find something else that will satisfy him more.(How did I do?)

BooBop

Bad attitudes seem to spread to other employees and the clients tend to get tired of all the griping, so I would pull Larry aside and explain that if he isn't happy working with us then he should find another place of employement. If he chooses to stay then I would make it VERY clear that I will not tolerate his griping and will let him go if he doesn't shape up pronto.

Bronze Star

Oh, I had a "Larry" working for me... never an effort in anything. Did just enough to get by with doing only what was required. So, I praised the employees who did a great job in front of this person. Then privately I told them that I was so disappointed that I was unable to recognize them, promote them or pay them more. I concluded by asking if there was anything I could do to improve their overall attitude toward the job. Even recommending a different type of work or even help them find a job that they would be happy in. Change was fleeting and ultimately I had the person reassigned to another department. Which I realize in tanning isn't possible. Had I been a salon owner, I would have continued coaching with documentation and incorporated progressive discipline. Ultimately replacing this person and letting them go for "failure to perform to standards." Of course, "Larry" would know from the start that I don't want mediocre employees and this would be fully outlined at the initial interview, in his employee manual and reiterated from day one. So, he wouldn't exactly have a chance to be average. I expect nothing more than what I am willing to give of myself.

SteveMiller

Most employees that are worth keeping do there best when they first go to work for you. They may not know every thing and may make mistakes that others don't, but a bad attitude is unacceptable. Fire him, before he infects the entire store.Steve Miller

tangirl

You guys are right on. Good job. Steve, I wouldn't fire him right off. Try to talk to him first and get some documentation before firing him.

SteveMiller

The truth is he would not have lasted a week, with a bad attitude. In Ohio you don't need a reason if you act within the 3 month probation period. An employee with a bad attitude will kill your business, get him out of there as soon as possible.Steve Miller

tangirl

Is the three month probation period a law in Ohio or your rule?

SteveMiller

It's my rule and I think it's the law. But it really doesn't make a lot of difference. My business is the most important thing, it's how I put bread on the table.Steve Miller

Bronze Star

I know that in New Jersey we are an "At Will Employment" state. Meaning that you can terminate an individual's employment with good cause or no cause. And an employer can exercise a probationary phase, if the state's law supports it AND the employer makes this condition clear from the start. And Steve is right... usually someone is on their best behavior starting a new job and if this is displayed in the first week of work, they would be gone! Why waste my precious time training an employee who isn't going to improve? That cost is a lost revenue and expended financial resources cost. In my situation, the "Larry" that encountered didn't develop the attitude and bad habits right away. As a matter of fact this person was a model employee for the first several weeks. But... eventually she resented my age and authority over her even going so far as to call me "Young Lady" to my face one day. Nipped it right in the bud! Which only made the situation worse. Due to the environment I worked, I wasn't allowed to fire her. If it had been my salon, I would have gotten rid of her quickly.