Submitted by edcheet on
in
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I have an employee who worked with my organization, seasonally, for the past several years. Employee was valuable and valued in many ways. Employee went one year without being part of our team. Employee returned last season but work was different, less effective. Ability to work with peers had suffered too. Many of this person's peers have contacted me to complain about this person's work ethic and job performance. Many have said they will not return to the organization if this person is employed. Said person has just contacted me seeking employment again. What's the best course of action? I do not want this person working with the organization. However, much of what I learned was told to me after the fact, and after this person's departure at end of season. Do I simply say, thanks but no thanks? Be truthful because I believe this person is ignorant of their actions? Is this a teaching moment? Any advice would be greatly appreciated.
It seems like you've already made up your mind:
"I do not want this person working with the organization." -- that's your answer right there, I would say, assuming that you've considered the costs/benefits of having this person back on board.
As far as your comment, "much of what I learned was told to me after the fact, and after this person's departure at end of season", there's a podcast that talks about "acting as if" (I think it's related to the feedback series, but I can't find it specifically right now). Basically, you ask yourself "do I believe what I have been told", and if you believe it, then you act as if you directly observed the behaviour in question. If you don't believe it, then you act as if it never happened.
Whether you're truthful or not about the reasons for not wanting them back would depend on the person and your relationship with them. If you think they'd take the true reasons for your not wanting them back in a mature manner (and you could deliver it in a suitably calm and controlled way, too), then sure, tell 'em why. Otherwise, you could just stick with something generic along the lines of "thanks for your application again this year, but for various reasons we're unable to accept your services."
thank you
Matt, your response was very helpful! And, even writing that post was helpful, too. Thank you, Thank you!
Opportunity to head-off future issues
"Employee returned last season but work was different, less effective. Ability to work with peers had suffered too. Many of this person's peers have contacted me to complain about this person's work ethic and job performance. Many have said they will not return to the organization if this person is employed."
" However, much of what I learned was told to me after the fact, and after this person's departure at end of season".
"...because I believe this person is ignorant of their actions?"
I agree with Matt on how to handle this issue as it is now. However I think it is also may point out some needs in communication and feedback within the group.
Since the employee's work and interaction with his peers last season was noticably poor, then feedback may have corrected the issue at the time. If you believe they are ignorant of their actions then this was not done effectively.
Also, if their co-workers reaction to the worker is so intense and negative that they would rather quit than work with him again, it is not a good thing that they didn't feel able to bring their concerns up at the time they were actually working with him.They or he, may have been creating a hostile work environment.
You sound like a very concerned supervisor, no doubt you will make the best of this situation.
Best of luck! Lydia