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AMANDA F | What to do with inefficient employees? |
I have just taken over a new division where this old guy does not want to learn new technology or try anything new. How do I deal with him because I have talked to him several times and he will not listen. |
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pieface
 |
Probably the last thing you want to do is fire him, as any good employer should strive to do is keep their employees. If he is being irrational and unreasonable, however, then you may have no choice. Maybe try a situation where you set him a task that can only possibly be done by the new technology, without telling him how to do it. Hopefully he'll attempt it and when he fails ask for the proper training... probably an unlikely outcome but it could be worth a try? |
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scranasha
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tell them your looking at the training issues because you have to move with the times and would like everyone working at the same level. but address it to all staff not just him.
you could also bring in targets or deadlines for work and have the whole devision working to them. this way he can't say your just aiming it at him as you've told the whole devision about it. people in the devision who are working well won't need to worry about anything but people like him will have to step up there game. |
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puppygirl
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Arrange a meeting, ask him how he is finding the job and if he has any concerns, give him a chance to put his point of view. Tell him what you need and expect from him. If he has valid concerns, you need to find some middle ground that works for both of you. If he is simply resistant to change, you need to outline what you and the company need from him, set a realistic timescale for him to meet the objectives. Review the situation after that time, if there is improvement tell him so and extend the review period until goals have been met. If there is no improvement, you may need to invoke your firms disciplinary policy. |
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botygy
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Run him off and get an udder one. |
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Cherry
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Change is hard for so many and he is old so just be kind to him because you will be old one day too needing a job but not really wanting to learn the ever so fast growing technology so maybe you could offer some guidance or even offer him a class if one is available within your budget
I know I will get a thumbs down for this answer but you should really respect that jobs are hard to find and he is so old so let him finish up his work like in the comfort of what he knows |
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Steve D
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You need to start by treading lightly. The Age Discrimination Act protects older employees against just what the first poster suggested. If you are seen as treating him different, expect a lawsuit which will cost your company some serious cash, even if they win.
The question also is...does his refusal to adapt to new technology really make him more inefficient than your other employees? If yes, you could try to set goals that are reachable with new technology but not reachable teh way he is doing things now (the goals have to be in place for all employees - see the above point). Obviously, you will have to offer formal training (you can't just tell him to learn something).
If he still refuses and doesn't meet the new goals, I would suggest talking to your HR department about other assignments for him.
One thing - be careful how you do this, outside of the possible legal ramifications, older workers have a wealth of knowledge that gets tapped every day, without people knowing it. Losing this knowledge could hurt you more than putting up with some inefficiency. |
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mjr4189
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I would just try to compromise with him so that you can keep him around. He is old and the last thing he needs is to be unemployed because we have enough of those situations. If your budget allows for it I would see if you can hire another employee to pick up the slack. But, personally i would try my best to keep the man on staff because i am sure that he is very experienced and could be put to good use with the technology that he knows. |
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