In this chapter's case study, you learned how to write a "Final Written notification" on our alcoholic and lazy office administrator. Give him one immediately using your small business performance review form stressing his work-related problems. But a systematic, unbiased approach is necessary to uphold an orderly work environment. An alert management is aware that when workers should be fired through no fault of their own, it creates talk among that person's family and acquaintances. Here's your agenda for the "heart-to-heart" meeting. If a jobholder acts bad-behaving consistently, then reprimands can solve the problem. But remember to put your feelings on a shelf. * Have all of your proof and eyewitnesses ready. Once you have separated one employee, you'll realize that it isn't as hard as it seems. As a business owner, you have to remain objective as you collect information in the exit interview, and cannot get defensive at the statements made by the worker. 1) Inform the jobholder right away you have not found enough evidence to separate for gross misbehavior.

1) Likely this problem employee has good performance evaluations done by your predecessor. 1) You must give the jobholder 45 days to consider the agreement. If she does, consider this a big win for you and the business. A jobholder rarely isolates themselves from everyone in the workplace.