You Are Letting Me Go?
As an employer, it is never easy to dismiss an employee. Many of you would prefer the employee simply quit and save you the pain and suffering involved from this act, while at the same time, the employee is often of the mindset that they will simply wait it out until you finally “pull the plug”.
I have always been of the opinion that employers don’t fire employees; employees fire themselves if the employer/employee relationship is adequate. I would like to review a couple of areas that I feel make this relationship adequate. Please keep in mind that I am not an employment law attorney, so I am bringing this to you strictly from a practice management point of view.
Frequent Performance Reviews
Should there be roadblocks with the employee’s ability to learn the tasks related to the position, it should be made clear what the expectations are. A related timetable should be presented, as well as the consequences should the new employee not be able to perform to your expectations. The dialogue might go something like this:
“Susan, I have enjoyed having you on the team. You always come to work with a smile on your face and you have a great attitude. My notes indicate that quite a bit of time has been spent by Kathy reviewing with you how to post insurance checks in our practice management software and you are still struggling with this. Since this task is part of your job description, it is vital that you are able to learn these steps. I will review your progress in two weeks and if your ability to perform this task is not adequate, I am sorry to say that this position is not a good fit for you in our office. Is there any additional assistance or training that I can provide for you?”
The expectation has now been established and Susan understands that she has two weeks to learn how to post insurance checks or she may face dismissal. A written warning should be signed by the doctor and the employee stating the concern, the offer to extend additional training and assistance, and the consequence.
The Dismissal Day
Your discussion with her reveals her lack of progress and she is aware of it. There are no surprises. This doesn’t make it any easier, but you can now sever the working relationship opposed to dragging it out and causing dissention between Susan and the team members training her. Wish her well and have her final paycheck available. Remember to ask for the key to the office and other specifics that are in your employee manual relating to employee dismissal protocols. She leaves knowing that she gave it her best and you feel good knowing that you have given her every opportunity to learn the job.If you would like more information on how McKenzie's Consulting Coaching Programs can help you implement proven strategies, email email@example.com
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