What happens when a member of staff isn't up to the job? Our expert advises on what steps to take...
The issue
I have a member of staff who has been employed as a supervisor in my housekeeping department for three years.
After various discussions, room checks and training, she is still unable to show that she's capable of being a supervisor. She's now on her final warning and is heading for dismissal.
She's had coaching to help her develop, but I feel as if I'm fighting a lost cause. Where do we go from here?
Expert answer
Alison Clarke, human resources director of Whitbread Restaurants, replies:
The problem you have with your supervisor seems to be one of capability rather than misconduct. This being the case, the disciplinary procedure is not an appropriate way of managing the problem.
Take action
- Meet the supervisor. Explain to her that you think she may not be capable of carrying out her role. Say that your reasons for this are that she has had coaching and training, but is still not able to carry out the responsibilities of the role to the level that is expected. Remember to give examples of where this has happened recently.
- Ask for her views ? does she agree or disagree that she may not be capable of fulfilling this particular job? If she agrees that she isn't, then discuss alternative employment with her. Failing that, dismiss her by reason of incapability.
- If she disagrees, your first option is to give her a last chance to demonstrate that she is capable. Warn her that her job is at risk if she does not make the grade. It's important to make a note of the action plan and deadlines that you agree.
Your second option is to tell her that it's too late and that you believe that she is incapable of fulfilling the role. Then discuss alternative employment with her.
...and remember
Dismissal should be the last resort, after exploring whether there is an alternative role that she may be capable of fulfilling.