No matter whether it’s an in-house employee or a consultant hired from a staffing firm, issues are eventually going to arise with your employees. Job performance, team dynamic problems, and even hygiene are issues that every employee is going to be prone to from time to time, no matter what flavor they are. Handling these issues properly is important, especially when it’s a consultant. Here are a few tips to help the handling of consultant performance issues go a bit more smoothly.
Notify the staffing firm.
When you plan on having a sit down with one of the firms’ employees, it’s best to let them know in advance what’s going to be taking place. Who’s going to be sitting down with them, what the talk is going to be about, and what outcomes you expect to happen as a result of the meeting, are all key pieces of information the firm needs to know. They can back your decisions up, and provide proof that the meeting took place should there be a need for it.
Know when to send the issue directly to the firm.
For times when you have a repeat offender, or a serious offense such as substance abuse, violence, or sexual harassment, it’s best in these cases to send the employee directly to the firm so they can handle the disciplinary actions.
If you’re in the tech industry, it’s much easier to track the work performances of both your in-house employees and consultants you’ve hired in. In this case, it is in your best interest AND highly recommended to treat any consultants like you would a regular employee when it comes to performance monitoring and job issues arising.
In a perfect world, you’ve never have to worry about job performance issues. Unfortunately, this isn’t a perfect world, but you do have us here at Akraya on your side. Let us know how we can help!