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this post was submitted on 22 Mar 2024
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seems like the first step to improving is being given information on how you're doing, and the second is being mentored/trained?
That sadly only goes so far. There needs to be an inate ability there as well. They need to be aware of what they're doing, otherwise they don't understand what they're doing wrong. They also have to have a good attitude and actually try to learn. Attendence and basic time management is a big one as well.
These are things that are all controllable by the person, there's not much excuse. These are things you really can't train, it's on them to meet standards here.
If someone is failing in all these areas, then they just might not be a good fit for the job. There's a competitive market of people looking to get their job.
You're getting downvoted but as the person who trains all the new people at my job, you can tell when someone either "gets it" or they don't and no matter how much hand holding you do, the situation isn't going to improve.
Sure, but you should still have a conversation to set expectations with that individual beforehand.
If you hire someone who's incompetent, allow them to believe they're performing well, and then fire them when it's easy for you—well, that would just make you an asshole.
It sounds like in both our situations, all these steps were handled by different people. They said they're a manager but it doesn't sound like the decision to fire the guy was theirs.