If you’re faced with an employee who isn’t a good fit with his or her current job, is termination the answer or is demotion a better alternative? The answer is, of course, it depends.
Demotions should always be considered on a case-by-case basis. The main factor is whether or not the employee is worth keeping around; however, a demotion will be more effective in some situations than others.
. If an employee is underperforming, you must first investigate to find out why. Is he simply unsuited for a particular role, but could thrive elsewhere? If so, he might be relieved at the opportunity to be moved back to a position that better suits his talents and skills. Example: An outstanding employee was promoted, but is floundering in a supervisory role.
Misconduct. Using demotion as a disciplinary tool for misconduct is dangerous. First, does it actually solve the problem, or will the employee carry those same is...(register to read more)
- If we buy another company, are we also buying the union that represents its employees?
- In handbook, spell out policies on promotions and pay
- All-Electronic HR Files? Your Call if State Law Agrees
- March Madness: Can a morale boost offset the productivity hit?
- Consider hidden costs before cutting retiree benefits