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Insubordinate Employees in the Work Environment

Have you dealt with the employee who knows how to do everything? Can you not teach that old dog a new trick, like listening to the person who signs the checks? We believe the work environment can teach us a lot about how we deal with these situations. In the pressurized environment of a workplace, we cannot be a disciplinarian all the time. We need our employees to listen and respond, without the entitlement attitude or indifference.

Many human resource personnel and small business owners know they can turn around insubordination if they handle it correctly. If an employee acts insubordinate consistently, then reprimands can solve the problem. Of course, not all employees turn around their attitude.

Management can handle Insubordination or disobedience by giving a written warning, docking pay, removing vacation time, or simply talking with the employee. The employee may see these actions as a warning sign of worse things to come, and rightfully so. A good business cannot run with employees that do not want to perform their work. A good business has employees that are willing to cooperate and do their job the best they can.

Can an Insubordinate be a Valuable Employee?

An insubordinate employee can hurt the morale and success of a business. But do these disobedient employees have another side to them? In one instance, an employee might be disobedient because of flawed policies and rules. If they are a popular and instrumental key to your workforce then you may give them heed and listen to their reasoning behind being insubordinate. It could lead you to understanding why the business is running not as smoothly as you would like. It could turn things around with performance, and then you are the wiser employer.

 

Letters of Termination

 

employee termination advice

Well-written letters of termination can ease the pain of firing



Step-by-step employee termination guide. Includes letters of termination

 

 

Letters of termination might be the most difficult writing an employer or human resources manager has to do during a workday. It's difficult to fire anyone, but a good letter can ease the pain of a firing. Also it provides the employee with something from which to start a new life.

When the time comes to write letters of termination, you might not be feeling compassionate toward the employee in question. But writing a sensitive letter, within reason, can serve you well in the future and keep your company out of legal trouble.

Employees who receive letters of termination are usually not taken by surprise, because managers have warned them that such a letter might be heading their way. Not only do you want the letter to be sensitive to the employee's feelings, but you also need to give detailed reasons for the termination.

Well-Written Letters of Termination Not Too Difficult

When writing your letters of termination, include some simple, and obvious, details. For example, clearly explain the reasons for termination; whether it is a firing for cause, a lay-off, or restructuring. If the employee is being fired for reasons other than internal company matters, be sure to outline exactly what behavior precipitated the firing. If necessary, highlight parts of the company's manual that were violated. Include the impact the employee's behavior had on the company or department.

If the firing is due to a lay-off, restructuring or downsizing, you can express some sensitivity in the letters of termination. You simply indicate you have enjoyed working with the employee, if this is true. You might also highlight useful and exceptional work the employee did, all while making clear the termination is not a debatable issue. In addition, you might say you are sorry the change in the company will also impact the employee, and you hope the best for them.

Once you have described in detail the reasons in your letters of termination, you can begin to help the employee make this major shift in their life. You can do this in various ways. You might perhaps help the employee get job counseling or tell them where to get assistance with a resume. You also might offer information about how to get back on track in the work world as quickly as possible.

Don't write any letters of termination until you check this guide

 

 
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