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DISCLAIMER: This is not intended to be a rag-fest on employees, or a wider economic debate about class warfare, it's simple observations intended to help others avoid traumatic events. Most employees you have will be decent people. Unfortunately, it's the 1% of lunatics that you have to protect yourself from.
Observation 1: You never really know a girl until you dump her. Wise words once spoken to me by an older man. The same is true of employees. You never really know a person until you fire them. The older gentleman who spoke those words (which I promptly ignored to my own peril) meant this: That girl's gonna be sweet to you and keep a happy face on to keep the relationship together. When it's over the teeth come out. Keep in mind that however much you like a person, the minute you have to let them go, and put their livelihood on the line, don't be surprised to see a sudden change in personality.
Defense: In all interaction, in everything you say and do, remember you're dealing with someone that might hate you a week from now.
Observation 2: If she knows it, everyone does. Just like that sweet girl you broke up with, everything that an employee knows is public information the minute you fire them (if not before). I've witnessed employees throw their employers under the bus with their bank over being denied an unreasonable raise request. You think, "surely they wouldn't torpedo the company they work for, that's where their paycheck comes from". Like the jilted lover, never underestimate how petty a disgruntled employee can be.
Defense: They can't tell what they don't know. You don't tell that girl you're not married to what's in your bank account. Same for an employee. If they don't need to know something to perform their duties, they shouldn't know.
Observation 3: You're guilty until proven innocent. All it takes is an angry phone call to have the DOL come knocking on your door. Even if not guilty, it will cost you time, money and stress to deal with a government regulator. Be prepared for the problem before it's a problem.
Defense: Signed employment agreements and employee handbooks. The minute you hire someone, the state is involved. There is no handshake deal. Carefully document every unpleasant incident or case of reprimand. Worst case scenario, it mothballs. Best case scenario, you give the lady from the state a thick file and she's out of your hair in a day, instead of using your conference room as a workspace and interviewing all your other employees for 2 weeks.
Observation 1: You never really know a girl until you dump her. Wise words once spoken to me by an older man. The same is true of employees. You never really know a person until you fire them. The older gentleman who spoke those words (which I promptly ignored to my own peril) meant this: That girl's gonna be sweet to you and keep a happy face on to keep the relationship together. When it's over the teeth come out. Keep in mind that however much you like a person, the minute you have to let them go, and put their livelihood on the line, don't be surprised to see a sudden change in personality.
Defense: In all interaction, in everything you say and do, remember you're dealing with someone that might hate you a week from now.
Observation 2: If she knows it, everyone does. Just like that sweet girl you broke up with, everything that an employee knows is public information the minute you fire them (if not before). I've witnessed employees throw their employers under the bus with their bank over being denied an unreasonable raise request. You think, "surely they wouldn't torpedo the company they work for, that's where their paycheck comes from". Like the jilted lover, never underestimate how petty a disgruntled employee can be.
Defense: They can't tell what they don't know. You don't tell that girl you're not married to what's in your bank account. Same for an employee. If they don't need to know something to perform their duties, they shouldn't know.
Observation 3: You're guilty until proven innocent. All it takes is an angry phone call to have the DOL come knocking on your door. Even if not guilty, it will cost you time, money and stress to deal with a government regulator. Be prepared for the problem before it's a problem.
Defense: Signed employment agreements and employee handbooks. The minute you hire someone, the state is involved. There is no handshake deal. Carefully document every unpleasant incident or case of reprimand. Worst case scenario, it mothballs. Best case scenario, you give the lady from the state a thick file and she's out of your hair in a day, instead of using your conference room as a workspace and interviewing all your other employees for 2 weeks.
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