Devious Dealings: Handling An Errant Employee Properly

Providing a comprehensive security in your business isn’t just relegated to your IT infrastructure, you have to consider the human aspects too. There are some industries where this can be low down on the priority list. But, there are personal issues that are very difficult for a business to deal with. An errant employee, either one who isn’t pulling their weight, or is even committing fraudulent activities on site, is something that every entrepreneur and business owner can have a struggle with. Firstly, it reflects poorly on the business if any employee does anything to undermine the company, but also, dealing with the person can be a very sticky situation. So, generally, how can you deal with the person, but also, how can you make sure that this doesn’t happen again?

Astute Observation

For something like an employee committing fraudulent activities on site, you need to make sure you gather enough evidence. Nowadays, there are so many different approaches to collecting this data, there are companies like WesTec Services that provide video security, so you can see exactly what is going on. On top of this, if the offending employee knows how to cover their tracks, you may need to spend a lot more time developing more sophisticated ways to keep tabs. You have to be very careful when amassing evidence, because if you are accusing someone of something that they will flat out deny, whether it’s a criminal offence, or if it’s something relating to their personal attitude towards the work, you need to ensure that you can display this evidence clearly before progressing with any form of punishment or feedback.

The Punishment Matches The Crime

For something like criminal behavior, it’s more clear cut; it’s usually an instant dismissal. But when it comes to making sure that the person who isn’t pulling their weight in a business is adequately punished, this is where semantics is best discussed. Especially, with regards to HR rules and regulations, you need to make sure that you are developing the member of staff appropriately, and not punishing them needlessly. Learning and development, as well as constructive criticism are things that will help, but also, implementing specific deadlines can be something to ensure that they are taking the feedback seriously. This is why quarterly reviews and one-to-one sessions are so beneficial now.

Give A Clear Message

It’s a very overused sentiment, using someone else “as an example”, but it’s important that you give a message to the other members of staff who are going down this slippery slope. For something like criminal activity, an instant firing can give the right message to the employees, but for those employees who are underperforming, using someone as an example is certainly a great way to make sure all that other workers are performing to standard. In addition to this, this communicates to clients and people outside of the company that you have a handle on dealing with these types of employees appropriately.

It’s very difficult from the perspective of a business owner, because you have your own reputation as well as your business’s reputation to maintain. You don’t want these types of employees to show up your company, and this is why you have to have something in place that deals with these errant types effectively.