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I will look for the reasons of his behaviour, sit down with him try to find a solution to his continuity as a working team member.
1- if this employee very usefull in past i will not fire him 2- send him to HR specilaist 3- if there is no HR in organization i will looking for what the reason of his carelessness 4- if the reason releated to the organization or realeted to him 5- if the eason releated to the organization i will treated it some how but if the reason realeted to him i will reach with him to final agreement to finish this carelessness ( may be in the form of a small contract between me and him )
Warning does not help. Solution to the cause of being careless would help in developing and enhancing performance.
Warning is not a solution in the first place; of course, it could be part of the procedure to tackle the issue when other options are exhausted.
First of all, we should try to figure out as to what makes him behave like this. The reason(s) could be overconfidence, job dissatisfaction, “contacts” with higher-ups, less or no recognition in the past, lack of responsibility & accountability etc. Once the reason is found then the same needs to addressed accordingly.
Moreover, if we notice such cases more often with no of people, then must have a look at organization’s policy, culture and work environment etc.
Dealing with such cases is certainly a time consuming process and to be handled carefully by a well experienced and matured person/team. If we try to find a short cuts, that is not going to help us. And the said process is also to ensure that, as much as possible, such happenings don't repeat in future by addressing the core issue(s).
It will effect his yearly performance apprisal result and may terminate from the company.
During performance apprisal, I will reflect my warning message on his report & I will try to understand his case, if his resons is out of my convincing, I will be happy to dis-miss him out of the company.
It looks like, based on your question, that the employee has been warned due to his carelessness. It is also obvious that the employee's carelessness lingered on through several warnings while the problem should have been redressed much earlier. A warning or a couple of warnings may be legally needed before dismissing an employee, but warnings do not correct the problem. When an employee shows any signs of carelessness, his boss should talk to him and try to find out the reasons behind his behavior. Maybe the employee needs to be better motivated or has personal problems that affect his performance. The most important thing is to address the problem early on and not let it worsen and reach a late stage of post-warning dismissal.
I shall sit with him to understand the reason for his behaviour towards works, if i can make changes to motivate him to work as a positive team member. Else i shall intimate him about his exit in one final warning.
Some employees they took benefit of softness of employes and doesnt respond to their duties in well manner. They normally dont deliver as per their job responsibilty and always a nuasance to employee. The best method is warning and second is deduction of some part of their salary. You have to set some benchmark of quality work and the same standard has to be met by the employees.
Second you can prepare employee evaluation report and can suspend his increment and promotion.
We cannot harrase employees rather we have to motivate him and must realize the reasons also for his poor performance.
Agree with H.A.Khudairi.
