| HN Mirror

An example of how a healthy company would deal with an employee who isn't meeting expectations? I honestly didn't think that needed an explanation, but okay:

The manager should be giving feedback to the employee, ideally as close to the moment when the expectations are not met (e.g. someone acting poorly in a meeting, take them aside after the meeting and explain what they did that was bad and what would have been a better way to ask). The manager should offer help or resources if appropriate. If the issue persists even after it's addressed a couple times, they should bring it up in their 1:1s with the employee and mention that it's been a recurring problem and try to understand why it's happening and see if there's a way to avoid the issue entirely. I've never been a manager, so I don't know exactly when and how this sort of thing needs to involve record-keeping with HR, but at the very least there should be some form of meeting notes already been kept for their conversations in their 1:1s with employees to track things like this (and plenty of other things; maybe the employee has given feedback to them about other teammates, non-teammate coworkers, or even the manager themself; all of this is important to keep track of for accountability purposes). The manager should make it clear that the issue persisting might affect their ability to remain employed, and if it continues to happen, termination for cause is a last resort.