Ways of bringing up small issues at work

[newcarcoming]

I am an employer.

I'm going to explain this as if we were a cleaning business. We are not, but we work in a similar way.

I have an employee who after 2 years in the job really isn't up to the standard I would expect after this time. I expect he has got a bit bored with the job and would rather do something else. However the job market is as it is so he is still with us.

Generally his work is to an acceptable level, but we have quite strong competition in our field and as a business we strive to be the best. This person often misses things, nothing particularly major, just small things.

So in a cleaning environment, maybe the window sills weren't cleaned or the kitchen drawers wiped out. So nothing massive, but we things that matter to our clients.

I have worked with this person to try and improve their work, and it improves for a while but then he gets worse again. I am the one checking his work.

In the past I have emailed something little like 'thanks for today, please can you note that the drawers in the kitchen weren't wiped out, thanks etc.'

We don't work together as we are out doing our job all day, we don't work from an office.

A few months back he blew up at me saying that he has had enough of my silly little messages picking him up on stuff. If I have a problem with his work I should call him and discuss it personally. Not hide behind an email or text.

I'm always polite in my messages but I can see that the written word can be misconstrued.

I feel that it is very controlling of him to say this to me and that as his boss I should be able to things up so that they don't get missed next time.

If we continually miss things we will lose work and ultimately he will lose his job!!

Is it really wrong of me? Should I really have to call him.

I'm worried that if I don't phone him and things get to the point whereby I need to take disciplinary action this will go against me.

Any advice please?

Sounds like you need to work with him to improve his work. Just reminding him isn't working so he needs other strategies eg a checklist for each clean, shadowing colleagues to see how they do it, walk through at the begining of each clean so he can prioritise his time etc

You should communicate verbally first, then in writing. I would state something verbally like “ I’m calling you up because the client had a niggle that should be ironed out next time.” Then state your point. (Very deliberate wording that they had a niggle ( because one was there on the job) not they pointed one out. Which would be untrue . Then if he’s like “ these clients, goodness sake “ then you can state you are at risk of losing them and may need to lay someone ( not stating him) off in that even.

I understand that it may feel he is being controlling, what is actually happening is he is telling you, you are not doing your job properly.

I know that sounds harsh, but poor communication is often a key reason for a breakdown in employee employer relationship. Text and emails are in no way comparable to verbal communications.

Phone all your employees regularly to discuss feedback from clients both positive and constructive. Ask if they need further training or tools e.g checklist to assist them. You can then follow up with an email of the points discussed. This will help you if you need to go down the disciplinary route but will also build better employee engagement,

Some people don’t take little hints and notes well. You need a serious face to face or phone call. Look these are the things that need doing, when you leave X YZ you are not doing the job and people are complaining. Everyone should be clear of the standard you require, it’s not up to them to decide what they think that standard should be. It’s not personal it’s business, if he can’t do the standard then you will have to let him go. Him moaning he can’t follow instructions unless your ring him is petty but then he have no excuse once you do it.

Time to put your managers tin hat on.

I think you should ring your employee and explain matters much as you have explained them here, using your own words. Its about standards and maintaining them in a very competitive environment. In this environment you may have to consider restructuring/ letting some employees go. Make a list of the points you want to cover. In your talk you should point out that you have raised these issues before but the improvement was not be sustained. In the future you will be looking for a marked and sustained improvement in the standard of the work. Offer the employee further training or a period of supervision as appropriate. Dont forget to ask employee if there are any family or personal issues which are affecting his/her work and if so any support they may need.

Follow up phone call with email or written communication sumarising the main points discussed.

You really do need to cover your ass,

Thank you, point taken.

They are often minor things that just feel silly when phoning. But I accept I was wrong.

I will perhaps try and arrange a weekly meeting either by phone or zoom or even in person.

If I do it for everyone we can make it a thing and it can work both ways.

Thank you.

Yep, you need a regular conversation about how it's going, based on input from your employee, your clients, and you.

I'd be suspicious that he wants you to phone so that there's no proof of what's been said.

If my boss told me regularly that my work wasn't up to standard, my response sure as hell wouldn't be 'I'm fed up of you telling me I'm not doing my job properly!' I'd apologise and do better!!

I do have a weekly 1-2-1 with my boss though, just a chat, no purpose really, where stuff like that would be brought up. Maybe that's something you could do so it's not every contact being negative?

Retraining for staff. Do a training day . Up the anti for all staff.

@WeatherwaxLives I know right! I would too!

The stress of the worldwide pandemic is to blame for the poor work apparently. Not sure how understanding our clients would be if I told them that though.

I'd be suspicious that he wants you to phone so that there's no proof of what's been said.

This, definitely. So talk to him by all means but follow it up with a clear email of what he'd done wrong and what your expectations are, along with what he has agreed to change.

I also think this might end in a disciplinary and you need proof.