How To Tell Your Employee To Step Down?

A Boss’ Burden

You are a boss and that means managing the workload and its quality is your responsibility. But oftentimes you find that the job you receive from your worker is not up to the task.

It really messes up your mood because it means more time and effort for you to fix the job. Since you are paying the worker, what use are they to you if they can’t properly perform the job you need them to?

So, what can you do? Do you fire them? Or ask them to step down from their role? If so, how do you do this awkward and unpleasant deed?

A Poor Job is a Costly Job

A poor job is very expensive for you. It means you (or the company) spends extra resources on fixing the job. It can cost you in other ways as well. You might need to delay your important meetings. Or if you let the poor job go through, you end up annoying the client, or possibly losing them.

Therefore, to avoid unfavorable outcomes, you would want to reassign some duties. You feel your employee is not up to the task, so how can you ask them to step down? Here’s what you can do.

Start by Stopping

Yes, the first step is to actually wait before taking any actions. This is because you, yourself, would be very angry at a poor job due to several reasons as mentioned above. If you hired a contractor, chances are you won’t be getting any revisions and your money would be just gone. Even if they offered a revision, you would still need extra time and effort for explaining again.

You see? This is so annoying. And you would feel like immediately confronting the worker and let them know. But letting your emotions run this conversation would do more harm than good.

Therefore, take some time and cool down first. So, when you do make the conversation, you use the right words without offending anyone and getting the desired results.

Ask Them Their Solution

Say something along the lines that how they think they can fix it. Do they need more time or more manpower? Or do they think it would be better to reassign the job to someone else? This won’t make them feel disrespected. But rather opposite.

Instead of going into self-defense mode, they would be thinking ways most profitable to you. And if it means stepping down, they might not even hesitate to do so.

Keep These Details in Mind

  • Give them a benefit of the doubt. They might not even be aware of how their work is affecting you. Or they might be under pressure from work or their higher-ups.
  • Being proactive rather than reactive. You should catch the problem even before it develops completely, so future work will not be affected.
  • It also lets you have a more informal chat rather than a serious one. You might want to check in with them to make sure they are doing the right job and not making any mistakes.
  • Before making any decision, reflect on the employee’s past performance. Check to see if their behavior is consistent or is it a timely downfall? Is it happening on a single type of work or every kind of job?
  • Never call out in public and always try to address the issue privately.
  • There is no single rule of thumb to employ on every person. Each person responds differently to their feedback. Consider their personality first and use an appropriate strategy.
  • Always avoid using accusatory language. Instead, give examples of instances where you think the job was not proper. Also, show them how the job should have been done and why you need it that way.
  • Remind them the decision to reassign is better for every member involved. The particular role might not be suitable for that person. By reassigning they can focus on what they do best and eventually move up the ladder.



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