Common Reasons For Almost Getting Fired

ISSUING A WARNING: COMMON REASONS FOR ALMOST GETTING FIRED PERSONAL BELONGINGS We want to answer the question: What are the most common ways employees get written up at work and what is it that eventually gets them fired? We present these in hopes that you will avoid these behaviors. COUNTDOWN: THE 13 MOST COMMON REASONS FOR GETTING WRITTEN UP OR FIRED #%S@; Unauthorized surfing of 13. Complaining about your boss or company - on Facebook or Twitter 12. 11. Being drunk at work the Internet, or breach of company email policy NO! 10. 09. Sexually harassing your co-worker 08. Engaging in office gossip, or complaining about Refusing to follow orders or directions work Becoming embroiled in office politics 06. 05. Getting caught lying or stealing Sleeping on the job ? 04. Being caught lying on your job application or resume 02. Bringing your personal problems into the office Absenteeism or bad time-keeping 01. Poor performance HOW TO WRITE A WARNING LETTER FOR EMPLOYEE CONDUCT STEP 1 DOES THE SITUATION CALL FOR A WARNING LETTER? From a documented verbal warning to a final termination of employment, how you choose to handle an employee will vary depending on the severity of the employee's misconduct. However, a written warning can avoid any miscommunication between the employer and employee. STEP 2 DECIDE WHO SHOULD WRITE THE LETTER No matter who writes the warning letter-they're often ghostwritten by a human resources specialist-the letter itself should come from the employee's direct supervisor. STEP 3 DOCUMENT EVERYTHING Keep track of any verbal and written communication with the employee. It can be useful both for reminding an employee of what you've already told them and when, and for protecting you in the event of a lawsuit down the road. Also, it's a good idea to have the employee sign somewhere that they've received and understand the warning letter. STEP 4 WHAT SHOULD THE WRITE-UP CONTAIN? First, outline the conduct that was unacceptable. Second, identify the required or expected conduct. Lastly, contain the consequences of a failure to follow that prescribed or proscribed behavior. STEP 5 DELIVERY Holding the conversation privately and holding it without the person's co-workers knowing are two separate things. Exercise discretion and communicate via email that you need to speak with the employee, so you can keep the situation under wraps. However, delivering a warning letter should be done in person. STEP 6 FOLLOW UP If the employee responds to being written up positively, follow up with positive feedback for their efforts to change conduct. If the employee responds in a negative way, you want that employee out of the company as soon as possible to avoid further problems. TOP 10 REASONS BAD EMPLOYEES DON'T GET FIRED O The employee has a relationship with The boss feels sorry for the employee. O someone higher up in the company. The boss doesn't want to go through O The boss relies on the employee. the hiring process. O The employee brings more value to The employee knows something. the company than he or she costs. The employee has everybody fooled. A He or she is not really a bad employee. The boss thinks it could be worse. A The boss is afraid of the employee. tribehr SOURCES: businessinsider.com, inc.com, jobs.aol.com