أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
At first should be tell him by friendly manner and serious, and try to raise the efficiency of the employee and that would be more than once (because that Hua primary role of the administration) If he did not Correct his Problem I will Send a written warning .
I suggest that you understand the root causes of such behaviors and plan how to prceed with each case. Some cases can be handles by understanding the staff problems and resolving it within your HR policies and procedures.
There are professional training programs designed to adress these issues and you may learn about them through the Internet. I suggest you adopt the ones which match your requirements. On the other hand, you HR policies and procedures should handle the one who does not respond positively to your efforts.
Dear Sir,
Through great leadership like atrociousness (horrour personility)
if he use to making of making such mistakes,I will change his duty and put him to a far more difficult task (just for the sake of punishment).
First I see my self if I give him the skills and acknowledgment that he need to improve him self , then I talk to him frankly and point to the defect then make red line, if he smart he will response quickly otherwise he told you that he will leave the work .
Poor Employee performance can have several reasons. There should be a counselling session with that particular employee and know the exact reason or the root cause. The employees should be supported to rectify his problem . Once he comes out of that worrying situation he is ready to take any new advice. Then encourage the employee by reminding him about his past good performance and advice him to present the same attitude.
I do by giving training courses in the area where he works
