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FORUMS Post Processing, Marketing & Presenting Photos The Business of Photography 
Thread started 13 Apr 2011 (Wednesday) 20:32
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When is it time to fire someone?

Senior Member
531 posts
Joined Feb 2011
Location: Michigan
Apr 14, 2011 13:52 |  #31

Pretty much anyone but random strangers.

Than you've never attended a conference :)

Gear: Sold :cry:

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POTN Landscape & Cityscape Photographer 2005
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Apr 14, 2011 17:48 as a reply to  @ atlrus's post |  #32

Perhaps I missed it, but I didn't see how long this person has worked for the op. Assuming that they are a decent employee for all other aspects I have some issues with how the employer is approaching this.

An update every two or three days. Which is it, two or three. This sends a message of ambiguity to the employee. The boss doesn't know for sure what he wants. Even every three days seems too often to have to take the time to sit down and write out an progress report. You want them working on the project or the progress reports. If the employee is such that you have to police them this closely then they should not have made it past probation and there is only one person to blame for that.

Firing anyone is never an enjoyable task and quite honestly coming to a forum to seek advice on this makes me think that you should be looking inward as well. Either the employee is good or they aren't, why ask a bunch of strangers, most of whom hide behind anonymity, what to do. Are you really going to use this information.

Someone mentioned earlier about training and this has a large issue behind it. Were they trained to do the job, were they trained to do the update evaluations. I am assuming that this probably in the US and if this employee (assuming a full time position) passed probation will they have a case for unjust dismissal. You can fire just about anyone with the right paper trail but if you don't have that then you better get it.

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Karl ­ Johnston
Cream of the Crop
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Apr 14, 2011 17:56 |  #33
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Is this a photographer who was hired to assist with you and do the work ?

What's the point of the formal reports? Why not just a phone call or an e-mail to touch base and see how things are going?

Adventurous Photographer, Writer (external link) & Wedding Photographer (external link)

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Apr 14, 2011 18:11 |  #34

As an employer (or manager) you often have to treat different people differently. The most productive person that works for me right now.. the one I can always count on to get thinks done -- just won't give me a status report. So I talk to him every day, and make sure I know what he is doing and that we are on track. I honestly don't know what his aversion to written status reports is, maybe he was burned one time by committing to a date in writing which he later could not meet. But, the bottom line is he is completeing his assignments on time and excellently... I can live without the written report.

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Apr 15, 2011 11:09 |  #35

suecassidy wrote in post #12217479 (external link)
I judge such things like this: is it an "event' or is it a "pattern". The first time it happened, it was an event. Now it is a pattern. Look at this as a glimpse of our future with this employee. Keep them for too long, allowing this to go on, and you'll have a harder time getting rid of him or her. AND you will have time invested in training and will rationalize keeping him/her. You might be doing that employee a favor by firing him and explaining exactly why.

This exactly. CUT YOUR LOSSES.

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1,187 posts
Joined Jan 2010
Location: Boise Idaho
Apr 15, 2011 11:18 |  #36

Keep hiring and firing until you find someone who can be trusted to do the work correctly without requiring progress reports.....that is assuming you are paying them well and not micro managing them.

Truly competent workers will not stay in a job where they are micromanaged and not paid well.

Boise Portrait Photographer
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Senior Member
266 posts
Likes: 1
Joined May 2007
Apr 16, 2011 14:38 as a reply to  @ Shockey's post |  #37

I'm surprised this thread didn't die after the first day. Anyways, I was extremely clear about the job requirements, and the employee knew and fully understood them from day 1. They just flat out didn't abide by them (and yes, I would've even accepted telephone updates). They have since been reprimanded, written up, and put on probation. Paper trail is in place. If they continue to disregard the rules, they're gone.

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When is it time to fire someone?
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