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Submitted by robby.elliott@m... on


I have an employee that I inherited when I took my position who, despite 1 year of counseling and coaching, still continues to be a problem in the following areas:

He chooses to work on projects he wants to work on,
He chooses to not prioritize work or chooses not to,
Becomes extremely angry anytime I ask for status updates on his projects, to the point where he just storms out of the meeting,
And, of course, plays the "I'm the victim" card every chance he can get.

I work for a city municipality and we have a HR department that is VERY protective of the employee which is why it has taken this long to get to this stage. My supervisor, department director, HR liaison and Director of HR are all in agreement that we need to start down this process and HR is putting together the paperwork. The next step is to take all the paperwork including the written reprimand and a formal Corrective Action Plan. All that is fine but I personally feel that it is all too late and this is just a step in the process to termination.

All that being said, it is my responsibility to have this meeting with the employee and I am looking to see if there is a good template on how to organize the meeting and what to say. My supervisor will be there and it will be recorded. I predict that the employee will just get angry again and walk out of the meeting but I am hoping he takes it better than that.

I know the manager tools model like to steer people away from this scenario but I am here now and have to follow the city process. If anyone has any advice on how to handle the meeting, I would greatly appreciate it.


pucciot's picture
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First -- Slow Down

Take a Deep Breath.

Don't take this whole thing personally

Focus on Behavior

Then ....

Try the links to these Podasts --[0]=bu...

How to Fire someone (well almost)


The Corky Story

Good Luck