C
Cork Boss
Guest
Hi, long time lurker.
I own a small business, opened about 18 months ago.
Business has been good, and 4 months ago took on my 5th employee. I knew I was taking a little risk, but business was expanding month on month, and I felt there was plenty more business to attract. (I'm happy with this persons performance so far.)
This judgement that there was more business to attract has proved correct however the business attracted is not moving through my production pipeline quickly enough. So although I have plenty of incoming leads and confirmed orders, sales are down from lack of efficiency.
This is (in my opinion) down to an existing employee who is cruising in 2nd gear, we're a small business and can't afford passengers, and his position is a central cog in the production process. It's hard for me to prove his lack of urgency, as he always 'looks busy' but is basically 'faffing around' pretending to be working on necessary designs etc...
So with increased overheads, yet reduced sales, it's starting to bite. If things don't improve soon, I'm going to have to reduce overheads i.e A salary. There is no logical reason why my sales shouldn't be increasing.
My question is that if I have to let someone go, does it have to be my latest recruit, or can I let the person I feel is slowing down my business?
I don't want to land in a tribunal, as he is a bit sure of himself and his 'workers rights'.
However if if I decide my business cannot sustain it's overheads then surely I can make this decision without fear of reproach?
Is the first in first out policy a legally binding one?
Advice appreciated.
I own a small business, opened about 18 months ago.
Business has been good, and 4 months ago took on my 5th employee. I knew I was taking a little risk, but business was expanding month on month, and I felt there was plenty more business to attract. (I'm happy with this persons performance so far.)
This judgement that there was more business to attract has proved correct however the business attracted is not moving through my production pipeline quickly enough. So although I have plenty of incoming leads and confirmed orders, sales are down from lack of efficiency.
This is (in my opinion) down to an existing employee who is cruising in 2nd gear, we're a small business and can't afford passengers, and his position is a central cog in the production process. It's hard for me to prove his lack of urgency, as he always 'looks busy' but is basically 'faffing around' pretending to be working on necessary designs etc...
So with increased overheads, yet reduced sales, it's starting to bite. If things don't improve soon, I'm going to have to reduce overheads i.e A salary. There is no logical reason why my sales shouldn't be increasing.
My question is that if I have to let someone go, does it have to be my latest recruit, or can I let the person I feel is slowing down my business?
I don't want to land in a tribunal, as he is a bit sure of himself and his 'workers rights'.
However if if I decide my business cannot sustain it's overheads then surely I can make this decision without fear of reproach?
Is the first in first out policy a legally binding one?
Advice appreciated.