• Entire discussion must be done in two broad directions. If he is to be removed then what should be grounds and if he is not to be removed then how
his problems are to be resolved so that he becomes asset for the organisation instead of liability
• Need to first know the root cause that is severe family problems and whether these can be solved. May be discussion with the family members can
help to know that. Need to see whether these can be resolved so that he again start working normally. Point of view of his family and friends will be
very helpful in that.
• Need to know his professional contribution as employee to the company. His past contributions. Since how long is he associated with company and
what kind of worker is he. Point of view of his colleagues is very important. His past performance reports etc.
• Direct discussion with him seeking some kind of assurance from him for his better behaviour and his response is important. His point of view very
important.
• If I am convinced that lige root cause of his problems cant be removed and his problem is long term and he cant work effectively for the organisation
and point of view of his colleagues and others is also negative then I will recommend his removal.
• If I find some scope of betterment in near future and he is otherwise useful resource for the organisation then I will recommend for NOT removal
instead he can be reprimanded in the form of temporary suspension till he assures good conduct or demotion etc.
What traits are being checked?
• Analytical skills
• Decision-making skills
• Emotional Stability
• Empathy
• Professionalism
• Leadership skills
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