A
female
age
51-59,
anonymous
writes:The company I work for needs to down size my office by one position. Since I'm the manager it's up to me to figure out which position can be eliminated and create a strategy for re-directing the work load to the other 4 workers. There are two employees that I would love to get rid of, but it would place too much burden on the remaining employees if two people are cut and I know they will not allow me to hire anyone knew as a replacement. One employee is a 22 yrs.old single Mom but is positively unmotivated and lazy. She is not a team player, spends most of the day texting and sneaking around to surf the web. If I want any work out of her I have to stay on her constantly. It's so exhausting. The other employee is over 50 yrs old and very set in her ways; very opinionated, loud, out-spoken, stubborn and disrespectful. Her personality drives me nuts but she gets her work done, she's dependable and the other employees love her. I can't figure out which one to cut!! The older worker really doesn't need to work financially she probably chooses to work to keep her husband from killing her. I have never had so much trouble deciding which employee to eliminate. Any advise??????
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female
reader, tjazzy  +, writes (18 December 2009):
Cut the single mom. She's unproductive. Whatever personal issues she's got aren't your business. as for the old lady, well you'll just have to endure her presence for a tad longer.
A
female
reader, AuntyEm +, writes (18 December 2009):
 If it were me who had to decide, I'd keep the one who works hardest. If you really can't decide then speak to them both, tell them both their jobs are on the line and that if they both want to stay they will have to job share...and thats your final offer!!!
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A
male
reader, Soja Exiles  +, writes (18 December 2009):
 I'm also a manager,and the executive decision is to keep the one producing. The slacker will only spread her bad habits.Now if your the one that cares about people more then the company, then you need to talk to the mother, let her know that she is in danger and give her a chance.if however you need to make a decision quickly and you failed to give her this "last chance" before the firing commences, then you failed as a person who cares and a manager for the company.You can't keep someone just because you feel bad for them, give them a chance, but if they don't care enough for their job to help as a single mom, then maybe that person really just does not care.
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A
female
reader, ffogalilly +, writes (18 December 2009):
Go talk to Human Resources, that is their job to help with things like this.
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A
female
reader, Dazed~Confused  +, writes (18 December 2009):
 I can tell you that if you end up keeping the one who doesn't pull her weight, you are going to feel the resentment of the rest of the employees.
I get that maybe being a single mom may be a factor as she needs the money, however I can guarantee you that if you are noticing that she slacks and doesn't do her work, the other employees do as well. They probably don't want her there to begin with and resent seeing her slack off while the rest of them work.
What kind of message are you sending as a manager if you keep the one who is least productive and get rid of someone over a personality clash? It says that even if we do our work, and do it well, we risk losing our jobs. Keeping the slacker and sending that kind of message will really affect the morale of your entire team.
No one says you have to like all your employess. As a manager you should be impartial and objective and only focus on their performance and their contribution to the team as a whole.
So, I say get rid of the slacker and find a way to find common ground with the one you're not so fond of.
Good luck!
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A
female
reader, Aunty BimBim  +, writes (18 December 2009):
 You need to keep the more productive of the two, ie the older lady.
Glad its you and not me having to do the firing!
Better do it sooner rather than later, give her whatever notice if you can, another good thing to do as an employer, is give her a paid day off to organise her unemployment etc, also if there are resume writing courses /job hunting skills courses, pay for her to attend.
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A
reader, anonymous, writes (18 December 2009): the younger one. It will put your company in less of a bind, and she will have an easier time finding another job. Mal
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A
female
reader, Carrot2000 +, writes (18 December 2009):
 Let go of the one that doesn't need to work. Perhaps seeing that she could be let go of next will make the 22 year old improve her habits.
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A
male
reader, Fatherly Advice + ♥, writes (18 December 2009):
 As an employer. Fire the one that takes up your time. You will need more time after you downsize. I know you want to think about the peoples needs, I have the same problem. In the end you are there to get a certain amount of work done. That is the goal. Pick the team that will best do that. You are not there to be their friend, you are there to see that the work is done. Perhaps your employee will learn from the experience, and be a better team worker in her next job.
FA
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A
male
reader, Heartbroken in love +, writes (18 December 2009):
I can see ur sympathetic towards the single mother somewhat which is commendable but she needs to be motivated. I would say it is objective to fire the single mother who doesn't get her work done rather than the one who does. See the lady who does her work but drives u nuts that is a personal problem. The single mother doesn't get her work done so therefore that is something your boss wud have an issue with as well. Make sense?
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