What To Do With a Bad Employee

corrective action, Termination

Businesses take a big risk when hiring employees of different experiences and personality types, so when the team has a toxic employee, the business and everything related to the business can be in danger.  Even when the bad or toxic employee is known, it can be difficult trying to remold them into an engaged and happy employee so here’s what to do with a bad employee.

What To Do With a Bad Employee

  1. Assess the situation.  Before you can make any judgments on the employee, you need to do some research on the employee’s behavior and work performance.  You’ll want to dig into all the past and current performance metrics, any employee surveys or feedback, and review notes from past meetings. As you start to better understand how the employee turned bad or toxic, check in with HR to get some guidance on what additional intel you’d need to properly understand the situation.
  2. Determine if corrective action is needed.  Once you’ve assessed the situation, you’ll want to figure out if taking corrective action with the employee is an option.  Typically, when you do not have past documentation of any performance or behavioral issues, corrective action with help both you and the business. Disciplining employees by using a corrective action plan can help kickstart the process of trying to rehabilitate the employee.
  3. Check in with HR.  Depending on your organization’s policies and the employee issue, it may be difficult to figure out which course of action to take.  HR is your best resource to help you make the right decisions and can help determine if corrective action or termination is the best course of action.
  4. Openly communicate with the employee.  Once you’ve gone through the first three steps, it’s time to have a conversation with the employee to understand their perspective.  This will help clarify any potential issues and can help you decide if any corrective action should be taken. 
  5. Consider termination.  If everything has been researched, communication has happened between the employee and HR, and the employee continues to be bad or toxic, then firing the employee becomes a real option. Discuss with HR if you’re considering firing the employee so you can ensure the business stays protected if the employee needs to be terminated. 

Making the Most of an Exit Interview


wAn exit interview helps ensure the exiting employee, whether voluntarily leaving or not, leaves with as positive a view of the company as possible by sharing information with HR they may have not been able to share while employed. The information shared during the exit interview is especially important if there’s anything happening that can increase risk to the business.  

It is highly recommended that the exit interview is conducted by a member of the HR team or at the least, a neutral party in the manager to employee relationship. This will help give the employee a platform to give honest feedback. Here are a few of the most commonly asked exit interview questions for employees voluntarily leaving:

  • Is there any feedback you’d like to provide about your manager?
  • What are your thoughts about how you were treated by your supervisor and co-workers?
  • Do you believe that your work was recognized and appreciated?
  • What is the morale of your co-workers like?
  • What steps would you take to make this company a better place to work?

And here are a few of the most commonly asked exit interview questions for employees being terminated:

  • Is there any feedback you’d like to provide about your manager?
  • Is there any feedback you’d like to provide about the company? 
  • Is there anything you’d like to share regarding your time here at the company?

Here are a list of items or behavior we advise against during an exit interview:

  • Don’t use slanderous or emotional language
  • Don’t agree or disagree with the individual if he says negative things about other people or parts of the business
  • Don’t admit fault or place blame on an individual or team
  • Don’t respond at length and instead, keep responses to a minimum and let the exiting employee speak

Exit interviews are an opportunity to improve working conditions within your company and can also give you insight to any possible organizational issues. An employee that quits or is fired can hurt your business and the morale of the team. Exit interviews help make sure you can learn as much as you can in order to mitigate any possible problems before they get out of control.

Bambee helps HR teams get ahead of any potential issues by giving Managers the freedom to record incidents of any kinds long before any corrective action is needed. 

Head over to www.bambee.com to see how Bambee gives HR and Managers the right tools to get ahead of potential issues.

-The Bambee Team