How do you decide when it's time to fire the office troublemaker?

Have you compiled a list of “grievances” or “mistakes”? It might be helpful to be more rational about the situation if you drew up a list of bad events versus good events. This would also be useful if the said person attempts to fight the firing. Having a list of tangible problems going back months to years is hard to argue.

It’s time to wish them luck in their future endevours when you have:
– Made sure they know what is expected of them
– Highlighted that they are not living up to/delivering on what is expected of them and offered/provided coaching to resolve this issue
– Formally discussed that they are still not living up to/delivering on what is expected of them, despite coaching and continuing this trend will result in termination of their employment
– Documented further failure to perform.

All my management courses stressed the same message: Document, document, document- all behaviors (and/or accomplishments, so you can reward the performers). Make sure you follow company policy to a “t”, as well. That way you release yourself from personal liability. When you’ve exhausted all options, remove the deadwood.

At the first opportunity the troublemaker has to leave!
Make a nice letter pointing out the failures, usual stuff, and say good bye.

In addition to the excellent points above, I’d say it’s also time to fire someone when your lack of action starts to demoralize the other people in the office who are doing a good job.

It’s mostly all been said. No matter how bad the person is, firing someone is an unpleasant chore. Good luck. Remember, that you worked to avoid this outcome (by taking the steps outlined above).

Once you sit down to do it, start with planning the process. Make sure to get keys, change access to the company computer system ahead of time or at the time. It is not a bad idea to have an observer from HR in the office when you meet with the person.

The person should go directly from your office out the door. Have someone from HR gather their things. A troublemaker is likely to want to continue the pattern so don’t give them a chance to interact with other employees or with your equipment.

Thanks, guys, all good points.

It is passed time. Employees rarely change for the better. Employees need their boundries set early like a child. Its hard to change after they are set. Fire the person it won’t be hard to replace them I am sure.

@syz Do let us know how it goes for you.

Is everything documented and has this person clearly changed the environment in the office and created some liabilities to the company?