5 Steps to Dealing With a Problem Snow Employee

It’s entirely possible to have great people on your team… but they’re a problem snow employee.

By the end of this article, you’ll discover how to:

• Determine whether a problem employee is redeemable
• Develop the best process for resolving the situation
• Pay attention to key signs it’s time to fire them

Use these expert steps to properly identify and resolve any situation with a problem snow employee.

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1. Identify the Problem Snow Employee

Even the best employers occasionally will have a problem snow employee. The key is to know the warning signs of a problem snow employee.

Take a look at some prime examples of a problem snow employee:

• Subpar quality in work
• Disrespectful or poor attitude
• Stealing from the business or clients
• Arguing with clients, coworkers, or leadership
• Habitually late, frequently calling in, or no-call/no-show

These are just a few of the many warning signs of an employee who might be:

• Burned out
• Poorly trained
• Ill-suited for the job
• Unsatisfied with working conditions
• Going through a rough patch in their personal life

The best way to find out why your problem snow employee is underperforming is to assess the situation on a case-by-case basis. Then, ask the employee what’s going on.

They might be struggling with something in their personal life that’s seeping into their work. Alternatively, they may not have been adequately trained.

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2. Create an Action Plan

After determining the cause for the problem snow employee’s issues at work, you’re ready to develop an action plan.

Depending on the situation, you can:

• Suspend them
• Write them up
• Place them on probation
• Terminate their employment
• Retrain them with either a new trainer or an improved onboarding training
• Find out if there’s anything you can do to help with their personal situation
  • E.g. temporarily reduce work hours, move them into a different lateral position (if possible), etc.
• Offer them the options of short-term or long-term leave (paid leave, if possible) until their personal situation is resolved

Since every situation is different, there’s no right or wrong action plan. If the employee has been a loyal part of your team for a while, then it might be worth finding a way to keep them.

However, if the employee is new to the team, then simply retraining them might do the trick.

As always, talk to your problem snow employee before making any assumptions or rash decisions. In most cases, there’s likely a valid reason for their underperformance!

3. Conduct Routine Meetings

Depending on the reason for their performance issues, you may put the employee on probation.

In this instance, it’s important to routinely meet with them to ensure they’re making progress and adjust accordingly.

• Provide them a list of goals and guidelines they need to meet
• Give them the adequate resources and support to meet these expectations

As always, document these meetings by taking detailed notes as well as a written evaluation that both you and the employee sign after each meeting.

In doing so, you can justify whatever actions you end up having to take.

4. Reassess Their Employment

After the probationary period comes to a close, you’re ready to reassess the problem snow employee’s employment at your business.

• Have they improved or regressed?
• Can you both come to a mutual understanding?
• Is there anything else either of you can, or should, do?

While each situation is highly unique and will need to be handled differently, your gut will likely tell you whether they’re an ideal fit for your snow removal business.

5. Know When to Fire a Problem Snow Employee

Sometimes, you’ve done everything you can but there’s nothing else that can, or should, be done.

Unfortunately, knowing when it’s time to fire a problem snow employee is a crucial element to running a successful snow removal business.

Using your detailed documentation, it’s crucial to:

• Remain honest and straightforward
• Have your employee handbook ready
• Provide all of your signed documentation
• Stick to the facts, stay calm, and carefully choose your words

Also, keep in mind, if they’re an working on a visa, then you’ll have two days to notify USCIS (i.e. U.S. Citizenship and Immigration Services).

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Successfully Handle Your Problem Snow Employee

Using these key steps, you can tackle issues with a problem snow employee and:

• Find and fix the issue
• Create the best course of action
• Confidently determine whether the situation is salvageable

Finally, you can use these proven steps to successfully resolve your situation with a problem snow employee!

Related: Biggest 7 Snow Hiring Mistakes By Businesses

Originally published Feb 24, 2023 3:30 PM