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- How should I deal with an employee who is a chronic liar?
How should I deal with an employee who is a chronic liar?
- By John Wilcox, Moderator
- 4/7/2009 - 2:30pm
- Employee Relations , HR Management , Terminations
John Wilcox, Moderator
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John Wilcox is senior editor of 15 HR Specialist newsletters covering employment law, compensation and benefits, as well as theHRSpecialist.com. A journalist who has covered HR, training, organization development and business management for more than 15 years, John keeps his finger on the pulse of what’s working in HR through daily contact with some of the nation’s top HR pros, business people and employment law attorneys.
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Small Business Tax Deduction Strategies: 10 tips on Section 179, home office write-offs for the self-employed, tax deductions for vehicles, rental depreciation, real estate capital gains and more!
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3 Responses to "How should I deal with an employee who is a chronic liar?"
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said this on 07 Apr 2009 4:09:41 PM EST
Start documenting! Write the person up & make sure everything is documented in this persons file.... otherwise in court (if it goes that far) it will end up a 'he-said, she-said' situation - and those are hard cases to win. Most companies have a no-tolerance policy - or a three-strike policy... depending on exactly what it is that is being lied about. Check your employee handbook for the specific policy - then act on it.
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said this on 07 Apr 2009 4:16:03 PM EST
Assuming there's no medical or other "Legitimate" reason:
Document! Document! Document! Document the poor performance. (The Boss should be doing this, not HR.) Assign a task with a deadline. (I would "pad" the deadline just in case someone else has to finish the job before the REAL deadline.) Make sure the person in question understands the assignment and their deadline. Follow up periodically during the assignment to check progress. Real progress here, not "yep, it's done." Ask them to show you the work completed. If it's not completed by the deadline, document this and have someone else finish the job. This can be done on a task by task basis or on a project level. (i.e. Project=Filing Drawer, Tasks=File Folders. Some projects have more than one task needed to complete the project as a whole) If there is true poor performance and not just a lack of clear communication, then let the person go. The Boss and Coworkers will be happier and so will you. |
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said this on 10 Apr 2009 5:04:51 PM EST
If employment is "at will", termination would be the easiest solution!
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