Apprasials

[shoetreeworksop]

I have what can only be described as a difficult member of staff, she will do a job i've asked her to do they was she wants to do it, she cherry picks which jobs she wants to do.

I've now got other members of staff who are complaining to me about her and why doesn't she have to do this and that.

I've tried to speak to her, but she just doesn't listen i think one of the things is she doesn't think she's doing anything wrong - but she clearly misdirecting other members of staff and whinning about promotions we are running etc... Also she works the most hours but I feel i get the least from her.

I only have 3 members of staff and thought that an apprasial may be a good way of bring these issues to the table in a performance related way. Trouble is i've never done apprasials or anything before and her role pervious to this was a supervisor so she's always judge how i do things - it's my business and i shouldn't have to justify myself.

Does anyone have any suggestions to questions to ask or how to go about this. I'm planning on informing them i'm considering doing apprasials today. And i'm holding them on Friday. - Unless any of you have any better ideas.

[m8internet]

When conducting appraisals, they must be performed on all members of staff
It has been known where companies have conducted them on specific people, resulting in disputes!

Clearly if a single member of staff is at fault, pushing the burden of work away from themself onto others, then the appraisal process is only going to highlight this
Equally, discontent between workers is the last thing you need
However, sadly almost every work place has a "cherry picker", well known for avoiding certain jobs at every opportunity

Ultimately, you need to reinforce that EVERY employee has to perform ALL the tasks asked of them, as defined in their Contract of Employment
Failure to do so may result in disciplinary action
Furthermore, make sure your staff handbook includes such a section
Obviously people have strengths and weaknesses, and you have to work round these, but everyone should be at least capable of performing the tasks, even if they don't like them
I hate cleaning at work, but even I take my turn, and the employees notice and are quick to ask how they can help!

I use this all the time now, appraisals just weren't working
I now get more reports of certain people not doing certain tasks, but it doesn't last for long once the "Failure to do so" sign goes up!

Another tool you could use is the "Job Chat"
This is less formal than the appraisal, and allows the employee to fill the boxes in their own time about how they feel about the job, what they expect over the next 12 to 24 months, and so on
I find this of more benefit when considering traning options and moving people between roles
Equally, you sometimes find people are working inconvenient hours, and can swap them

Ultimately, if this person is NOT performing the tasks asked of them, "Go straight to jail, do not pass go, do not collect £200"
That's my philosophy, sometimes parting company is the only way

Employees are there to promote your business and sell your products
They should be aware of promotions, not whining about them
Obviously, if a promotion isn't working then take these comments into consideration
If the promotions are working, then point out that the promotion has enhanced sales, which in turn equals wages

Finally, a wee story...
I took over a business in 2001
The first thing I did was a night shift (I always make sure I meet everyone within 24 hours)
I then found out that the night shift had NEVER seen a Manager, apart from their interview or when on the premises during the day
They then showed me the noticeboard and it was littered with notes, "The night shift must do this, must do that, aren't doing this, aren't doing that"
I noted that, and the following day I found the Manager responsible for all this
It was their opinion these were all nightshift tasks, and they were performing the majority of them, but not all of them, and the standards were inconsistent
I suggested that Manager actually do a nightshift, their response being they couldn't (but after nearly 90 minutes agreed they could actually do at least one a week, although the excuses were VERY lame)
A month later the night shift seemed much happier, knew exactly what tasks they had to do and if they hadn't completed them, what they could leave for the morning shift
Equally, now seeing the department Manager at least once a week (albeit it had reduced to one hour at shift changeover time, but it was better than nothing) had resolved many of the issues
Sadly a month later that Manager felt I was messing with "her department" and quit with full notice, but I told her not to come back and she would be paid the full notice, to which she told me I couldn't do that...
We then escorted her off the premises and even searched her car before she left, never to be seen or heard from again
Ironically, I would have been happy to retain her, however after she left several other staff and Managers told me they were happy that the "battle axe" had gone!

[emmab]

you need to start going down the diciplinary route, it's a bit long winded, but you need to follow protocall , especially if it ends up that she needs to be fired

[pookylu]

sounds like a waste of space hun, if you let her tell you how to run ur own business she will think she can get away with anything, like it says above u need to go about it the correct way and if u want to get rid, just use every little complaint or thing she does, or doesnt do wrong to get rid!!