October 30, 2014

Rieva Lesonsky


Rieva Lesonsky Rieva Lesonsky is a staff writer for Small Business Trends covering employment, retail trends and women in business. She is CEO of GrowBiz Media, a media company that helps entrepreneurs start and grow their businesses. Follow her on Google+ and visit her blog, SmallBizDaily, to get the scoop on business trends and sign up for Rieva’s free TrendCast reports.

8 Reactions

  1. Getting the facts is definitely the first, most important step, but we should all be prepared to be able to let that employee go if the problems continue. Tardiness is the one thing that I cannot easily let slide.

    • Wow. Tardiness is a minor issue for us. When one has a problem, it is hard to get to talk to them because of our culture. We don’t want to offend them. But then this article has helped me find some ways to correct the employee without offending him or her.

  2. Rieva,

    For me, “correcting” is resource-consuming, not mentioning the potential to bring the whole business down the drain. Well, at least that’s what happened in my business several years ago.

    Warnings are fine, but sometimes, bad employees are just, well, bad. It’s all about the mindset. Unless they are top performers who are worth-correcting, I think having them around in your office premise is counter-productive.

    • I agree. Correcting is somewhat similar to wishing someone would act differently with some begging. Of course, this does not work. If they have some issues, they have to sort that out for themselves.

  3. Working with small businesses in Atlantic Canada, we see this issue all too often. A point to note is that it is often more economical (in terms of $ and time) to correct a problem through coaching and discipline than to dismiss an employee.

  4. Correcting problems constructively can make for a healthy team and working environment and also help to effectively eliminate weak links

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