tangirl

Paul is at the end of his 90 day probationary period. Since he was hired you have been very busy with a number of things and just haven't had the opportunity to give Paul the training he should have received. Frankly, the way things stand now, Paul doesn't measure up. Yet, you think he would be a good employee if you had more time to spend with him.

What would you do? What discipline is appropriate? How would you write it up?

BooBop

Well if I haven't spent the time with him to properly train him then it is my fault, unless I put him with a trusted employee and he just isn't applying himself. But I would problably give it another month and try to work with him personaly. He could turn into the best employee I have if given the proper training and chance.

SteveMiller

Tanning is not rocket science, if he's having problems with customers, or lazy then it's a personality problem, get rid of him. If it's just errors in your procedures train him. It's my observation that a successful salon need a number of things to prosper but number one on the list is good employees. They're worth their weight in gold and a bad employee will do you in. Get rid of dead wood as quick as you can. And what ever you do don't feel guilty about your decision. That's the owner's job, just like cleaning the beds is the job of the bed cleaner. We are not a goodwill agency set up to save souls, but a business set up to make money.

Steve Miller