Navigating Tough Decisions: Should I Let My Assistant Manager Go?
As a small business owner with a couple of storage facility locations, making personnel decisions is often one of the toughest parts of the job. Recently, I onboarded an assistant manager to help oversee operations, manage tenant inquiries, organize auctions, and provide support at the front desk when needed. She signed a 90-day probation agreement, which allows me the discretion to terminate her employment without cause during this initial period.
Now, just three weeks into her tenure and following a week off for Mardi Gras, I’m considering whether I should let her go before her shift starts. The thought of potentially issuing another paycheck for underwhelming performance is concerning.
The Dilemma: Red Flags or Room for Improvement?
While it’s not unusual for new employees to take time to settle in, I’m becoming increasingly aware of several issues that have surfaced. I’d appreciate any insights on whether these are significant red flags warranting immediate action or if they are concerns that could be addressed in a conversation.
Here’s a brief overview of the concerns:
- Excessive Breaks: She reportedly takes between 8 to 10 smoke breaks each day, which seems excessive.
- Phone Dependency: It appears she’s often distracted by her phone during work hours, instead of focusing on her responsibilities.
- Early Office Closure: The office is being closed and financial operations halted as early as 30 minutes before scheduled closing time, limiting tenant transactions.
- Strong Cigarette Odor: Complaints from tenants about lingering cigarette smoke have been frequent, creating an uncomfortable environment.
- Tardiness: She has been arriving 30 to 60 minutes late on several occasions.
- Extended Breaks: Taking lengthy breaks to attend to personal errands is becoming a pattern, lasting 1 to 2 hours at a time.
- Lack of Initiative: There are growing concerns about her willingness to take proactive steps in her role.
How to Approach the Conversation
Given that this is my first experience with firing someone, I’m anxious about how to approach the conversation. I want to handle it professionally and compassionately, yet I also know that transparency is key.
When the time comes for this difficult discussion, I plan to:
- Be Direct and Respectful: Clearly state the decision while maintaining a respectful tone.
- Explain the Situation: Briefly outline the reasons behind my decision without going into excessive detail, emphasizing that the role wasn’t a good match.
- Wish Her Well: Ending on a positive note can help soften the blow. I’ll express my hope that she finds a better fit for her skills and aspirations.
Seeking Your Advice
As I navigate through these pressing concerns, I would greatly appreciate any advice from those who have been in similar situations. What are your thoughts on the issues listed? Are there approaches to delivering this message that you’ve found effective? Your insights would mean a lot as I make this difficult decision.
2 Comments
It sounds like you’re facing a challenging situation, particularly as a small business owner dealing with employee management for the first time. When it comes to the decision of whether to terminate an employee during the probationary period, you seem to have identified several red flags that are significant. Let’s break down your situation and then discuss how to approach the termination process professionally.
Evaluating the Issues
Excessive Breaks and Late Arrivals: Taking multiple smoke breaks to the extent that it affects productivity, along with showing up late, are serious reliability issues. This impacts the workflow not just of her but also of the other employees and the overall functioning of your business.
Inattention and Lack of Initiative: Employees should not only fulfill their job responsibilities but also show initiative. Given that you’ve received multiple complaints from your team, it indicates that her performance may be demoralizing the workplace.
Attendance During the Probation Period: While she requested time off for personal reasons, this is still a notable red flag if it’s impacting her commitments early in her employment. Your staff should be able to count on her presence, especially as a management figure.
Impact on Client Relations: The complaints about her smoking and the subsequent odor affecting tenants are serious, as they can tarnish your business’s image and client relations.
Practical Advice for Decision Making
Document Everything: Before making a final decision, ensure you have documented the issues. This includes witness statements from your other employees and any instances of her shortcomings. This documentation may be handy if any disputes arise in the future.
Consider a Direct Conversation: Since you are still in the probationary period, you might consider having a direct conversation with her about the concerns you and your team have. This step can sometimes provide insight into underlying issues or misunderstandings. However, if you feel strongly that her behavior is unacceptable and irreversible, you may decide to terminate her immediately.
How to Approach the Termination
If you choose to proceed with the termination today, here’s a structured approach you can take:
Choose a Private Location: Ensure the conversation takes place in a private setting to maintain confidentiality and respect.
Be Direct and Compassionate: You can start the conversation by stating something like, “I appreciate you coming back from your break, but I need to discuss your position with us.” Clearly state that, despite being in the probation period, you’ve evaluated her overall performance and determined that it’s not a fit for your business needs.
Avoid Long Explanations: While it’s essential to provide feedback, your goal should be clarity. You could say, “Unfortunately, we’ve received multiple complaints about your attendance, performance, and attitude, which has led us to make this decision.”
Provide Information About Final Pay: Mention how her final paycheck will be processed according to local labor laws and clarify when she can expect to receive it.
Maintain Professionalism: Lastly, thank her for her time, and wish her the best in her future endeavors. This helps keep the conversation professional and respectful, reducing the potential for any negative encounters.
Conclusion
Firing someone is rarely easy, but it sounds like you are dealing with significant performance issues that could impact both your operations and team morale. By handling it with care and professionalism, you not only uphold your business standards but also set a precedent for how you expect employees to meet their responsibilities. If all goes well, it could be an opportunity for your remaining employees to see your commitment to a healthy and productive work environment.
It’s clear that you’re facing a challenging decision, and it’s understandable to feel apprehensive about firing someone, especially early in their tenure. It’s essential to carefully weigh the concerns you’ve noted against the potential for improvement.
In addition to the points you’ve already outlined, consider implementing a structured feedback process before making a final decision. Perhaps a one-on-one meeting to discuss your observations could provide insight into her situation and performance perspective. During this conversation, express your concerns clearly, using specific examples, and ask if there are any challenges she’s facing that may be affecting her performance or engagement. This approach not only gives her an opportunity to improve but also demonstrates a commitment to open communication.
If, at the end of the probation period, the performance issues persist, you can feel more confident in your decision to sever ties. Remember, it’s about finding the right person for the role, and sometimes a direct approach can help both parties realize if it’s a mismatch.
Lastly, if you do decide to go ahead with the termination, framing your decision as a chance for both of you to find roles that are better fits for your respective needs can help maintain a professional relationship, which is crucial for your business’s reputation in the community.
Best of luck as you navigate this difficult situation!