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In the January 2007 e-ret@iler we asked for responses to this question posed by another reader: "He is really a good team member; but with one exception. He always has a problem that he has to solve. One day it will be that he needs to run out to pay a bill that he had forgotten to mail days earlier. Another day it will be that he has to run pick up a prescription for his child from a pharmacy that closes at 6pm. This is on top of the picking a relative up at the airport, or someone needs to be taken to the doctor." Here are the responses you have shared with us: I hate to be the bearer of bad news, but this is not a "team player". In fact, I used to work with this person, and the underlying problem is that he does not really wish to be at work. He continues to come up with reasons (excuses) to take him away from the place of business, and you continue to allow him to be gone. He sees that it is easier to come up with "reasons" to get away than to actually be at work - where he does not want to be in the first place. The other problem that is beginning to build is with the rest of the "team". They also notice that this employee is allowed to leave work to take care of personal issues. The best thing that you can do is to cut this person loose - let him go. Your team will thank you and be more productive when they see that you have finally noticed the problem. Good Luck! Scott Mueller Personal "problems to solve" should be done on the employee's time - He/she can do them over his/her lunch break. Amen. Patricia As employers we train our employees to work by rules we enforce. This is sometimes problematic for employees that have worked for you for a longer period of time...before you had clearer expectations, and clearer job descriptions. This type of behavior is "catchy", so you really want to rein this employee in soon. Start with your performance evaluations, and if you are not doing them, you need to start them. You will need to tell this person that they are allowed a reasonable amount of "emergencies" (which you need to decide), and tell him that he is currently over the limit. He needs to start immediately, reorganizing his day to accommodate his personal needs on his own time. Sometimes a employer just needs a private sitdown to help a employee review his work performance. At this time, you can also ask your employee to check in with himself to see if his job is fulfilling, the hours are what he needs and if he needs to make some type of adjustments, which you two can discuss. Sometimes, this opens the way for someone to leave your company, which can be good, if this employee was already looking for excuses to not be at work. This move may also motivate your worker, to come back as a stronger team player, but with clear boundaries.
Angeline Lacy
Sunday Afternoons Inc
First, recognize that it is your business, not his. Second, simply tell this person that this will not be allowed. And if disregarded by this person it will result in termination. This behavior is as unfair to the other employees as it is to allow smokers to take several breaks every morning and afternoon to have a “quick smoke” whe everybody else only gets a break in the morning and 1 in the afternoon. Sam
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