Comments
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/18728/what-to-do-with-older-workers-whose-performance-is-slipping "
Related Articles...
- Should LinkedIn 'recommendations' be covered by our regular reference policy?
- How should we go about choosing new HR software?
- How can we stop employees from giving notice and then going on vacation?
- Education reimbursement: How Much? What for?
- What to do about a manager who plays fast and loose with policies?
For an older employee maybe the answer is accomodating that employee to what he or she is still capable of doing. Perhaps the co-workers would be willing to work with you on this.
Posted by: H Moyer | August 07, 2007 at 11:37 AM
We had an older employee who became unable to perform his normal duties. Rather than terminate him, we were able to offer him a part-time position that included some the the tasks that he was still able to do from the previous job. He accepted and it has worked well for both the employee and the company.
Posted by: K.M. | August 07, 2007 at 11:58 AM
I work in a manufacturing environment with a very stable but aging workforce. Its a bigger & bigger issue as my workers (in their 50's & up) cannot do what they could when they were younger. Most of my employees do relatively heavy physical labor. The idea of accomodation is nice, but soon I'd have a whole roster of folks I'm paying but the actual work not getting done. Ditto for offering part-time. Sounds nice, but these folks want/need to hold on to their benefits or they would have retired early. Need some practical ideas on how to ease them out the door for their own health.
Posted by: LCS | August 09, 2007 at 09:48 AM
We have had this happen. We documented the performance issues, as well as documented the exact dates and times that people had to show the person procedures that they had been already shown multiple times. By carefully documenting everything, we approached it strictly as a performance issue. Age was never brought up once in the entire conversation. However, we were very firm on mandating that the performance issues must turn around immediately. Within a week, the person decided to retire. It was all done in a firm, yet polite way, and everyone saved face. We still maintain a good relationship with the person.
Posted by: Mark | August 10, 2007 at 11:21 AM
We had an older worker whose performance was sliping and other co-workers were resentful of having to pick up the slack or constantly correct mistakes. Woker is 63 and wanted to work until 65. We offered her a VERIP (Voluntary Early Retirement Incentive Plan).
The worker gets to save face and we look like we gave them a golden parachute simply by offering to pay their benefits until medicare kicks in and give them a couple of weeks vacation.
Small price to pay for harmony in the office without upsetting anyone.
Posted by: Lianne from Miami | August 14, 2007 at 04:31 PM