Hired My Top Clients Daughter, But Now How Do I End Her Employment?

[businmessmom]

I hired one of my regular clients daughter back in January. She interviewed well, has over 13 years of experience in the business and thought she'd do exceptionally well. Well, I spend every minute of my day re-doing all the work I give her. I'm really swamped and needed a capable assistant in order to take on more files and expand my business. The problem is, this employee doesn't READ any of the work in front of her so her mistakes are truly stupid. She can't even send out emails without them coming back because she always types in the wrong email adddresses. She gets stumped on the simplest items but I find that she isn't comprehending the forms that she's supposed to be READING. Initially, she told me she just needed training with my software but it's beyond that. I can't teach people to comprehend the material they're reading. After I hired her, I found that her former employer resented her and now i KNOW why. You re-do everything she does. I've kept her longer than I should have because her father is one of my most loyal clients and I'm afraid that he'll stop giving me business. She is a really nice person, but I'm spending a ton of money on her salary and not getting my money's worth. I don't forsee her understanding our work especially since so much accounting is involved and she makes mistakes...which you can't afford to do when you're handling other peoples money. Ever since I've hired her, I've had to refuse files because I can't handle all the workflow by myself and  therefore have lost potential revenue. I've also started working longer hours on the few files I do have and started spending less time at home with my family. My best solutions is to let her go and find a more capable assistant but how do I deliver the message without ruining my business relationship with her father?

[SoKamele]

 You just need to let her go in the nicest possible way. Look at it this way........your turning work away to re-do her work.

All those potential clients lost........if her father can't seperate the issues...then maybe it's time to let him go too.

One client vs numerous lost clients....

It's sucks firing people but make it quick and easy. That's the best way.

[Jenia312]

WOW, that's a tough situation.  I'd have to agree with you about letting her go and getting someone who has more potentials to get the job done correctly.  Her father is mature enough to understand reasons.  I don't see a problem with that. 

[hsmomof1]

You may have to do a little math homework yourself to equate what it cost you to fix mistakes with the employee, business lost due to the mistakes, vs. the cost you would lose if the father stops doing business with you.  Usually an employer gives an employee a 90 day trial period.  You should then write a performance review on this employee and kindly let her know that she is not fulfilling her required duties and you will have to let her go.  Make sure you are following the correct protacol when firing an employee because you do not want a lawsuit on your hands or risk paying unemployment (I really don't know the rules on that but it doesn't hurt to cover all your basis.)

You are in the business to make a profit and avoid as much lose as possible.  Wish you the best.

[JenE4]

Have you addressed this issue with her? If she's had multiple warnings already, then go ahead and fire her and you shouldn't have any repercussions. However, if you've kept mum about it and now want to spring it all on her, that could be problematic. Perhaps you can first put her on probation. Amass copies of her subpar work, and write an evaluation up that you sit down and discuss with her and you BOTH sign. Let her know she has however amount of time you feel comfortable (one month, three months, 2 weeks, etc.) to show quantifiable improvement and if she doesn't meet your expectations (make sure she knows what they are),  her employment will be terminated. Then if your client has an issue, you have documented evidence of why it was necessary. Not that I think you can go showing it to him, but his daughter will know exactly why and can't just blame you for "not liking her" or something like that.

[businmessmom]

Yes, I always point out the items that need I needed to fix. I always point everything out about how she needs to be carfeul because we handle the disbursements of other peoples money so mistakes aren't allowed. She tends to undermine her mistakes or act like they're "normal".  The really bad mistakes, she tends to just stay quiet about and watches me work furiously to fix them under very short deadlines.

I haven't done the cost anaylysis and since hiring her, but I am aware that my revenue has decreased but my expenses have increased. I've made the decision to let her go this week and will do so as diplomatically as possible. I just hope my relationship with her father doesn't become strained.

Thank you ladies for all your wonderful insight.

[Brat111507]

I am going to play the other hand here. Why did you hire this person with out checking her references first? If you had, then perhaps you would not be in this exact situation. Her previous employer had issues with her from what you have said- why was that not brought up during the interview? Did you not ask why she left and under what terms she left her previous employment? As an employer it is up to you to check any potential employee references to avoid such situations. Yes, it takes time and it is a hassle but so are re doing work, lost profit and or clients. If you have not given her written reviews of her "work" you could very well be cutting your own throat here. Do a professional review allow her time to correct the issue and set a limit. Do you think she may have learning issues? I understand your frustrations and know where you are as far as wanting to cut ties at this point. Do what you feel you need to do but also understand there may be reasons she has issues with things that you find to be simple tasks. Speak with her directly and ask her what the problem may be- and if she can not fix the issues you have addressed (do it in writing in order to cover your end) give her a set time and then let her go- do not bring her family into the situation unless you have a direct relationship with your client that allows the familiar contact. The two should never cross as far a business relations. Good luck.

[madys_mama]

Documentation is key.  Progressive discipline can be a wonderful thing, if used correctly.  I would suggest going over the expectations of the position.  Ask if she understands them, then ask her how she thinks she's doing.  While she's explaining how she's doing, in the area of each expectation, if she's seeing something you aren't, ask her about specific dates and actions.  Once you've gon thru expectations, and her performance, ask if she thinks the position is for her.  If it is, come with an action plan with dates of follow up for the next few weeks.  This is the initial warning, write up.  At the first follow up, if she's still messing up, this is stage two or even make it the final written warning.  If her actions don't improve, then she's terminated.  It's either a skill or will issue, or she doesn't understand the job.  If you handlle yourself in this manner, I can't see how your client would be upset.  I'm sure he wouldn't allow incompetance in his workplace.  I've had plently of people say the job wasn't for them after discussing expectations and behaviors.  My bossed have always been impressed with how I did that.  Keep it business...don't talk about how it makes you feel.  Keep it all about cause and effect with her actions.  Good luck!

[businmessmom]

I actually did do her reference checks but reference checks are NOT the end all and be all. Giving a bad reference for a former employee can come back to you in the form of a lawsuit for slander. Most employers, only confirm dates and salary. Her employer said they weren't allowed to. I did get a character reference from someone that worked with her but not the same department.

Everything she told me she was capapble of doing she hasn't been able to perform. She isn't capable of performing the simplest jobs without my involvement. I have documented every conversation we've had. I just never end the conversations with wording: "subject to further disciplinary action and/or termination."

Let's place some responsibility on the employee shall we? When you tell an employer that you can perform x,y, and z  then your employer has every right to expect that. Otherwise it's called lying, and I would prefer an employee to tell me upfront that they don't know all the job requirements but are willing to learn.

[Clairwil]

Document your problem.

If she is making obvious mistakes, like sending emails out to the wrong people, write down EVERYTHING she does wrong in a single week.  Ideally with screen shots or printouts.

Then go see your client.  Apologise.  Say you have a problem and are hoping they can help.  Lay the evidence out before them, and say how much this is costing you.

[luv2laaf]

It's time to address the issue and go from there.