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by paktek123 2001 days ago
One way is to set realistic objectives that they have to achieve by a deadline. If they haven't met them you can have a performance review with them. If they constantly are meeting them then they are not slacking. If they are missing them then you have a strong case to fire them.

It is also helpful to get their feedback on why they seem to be not interested in work. Maybe it does not interest them.
2 comments
giantg2 2001 days ago
I agree with this. I think it's important to figure out why they appear to be slacking and have evidence if they are slacking.

If you replace people without knowing the reason they are slacking or appear to be, then there's a chance the next person will not perform well either. For example, people sometimes become disillusioned with a company if the managers are not following the company policies to the detriment of the employees.

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jbjbjbjb 2001 days ago
Is that going to help them improve or just gather data to support firing them?
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paktek123 2000 days ago
It's to open up dialogue about performance in general. Your goal is to get the objectives met. If they meet some of them and then was it their lack of technical understanding not up to expectations? Was it communication that was lacking? Or does the person not like their job?

Know the answers can help to either improve their skills or simply replace them.

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