has 36 years of knowledge and experience that helped contribute to the success of this company that should be taken into consideration. 4. Alternative Actions. The possible alternative actions from which you could choose are: a. Document Tom's poor performance. Set a clear and concise course of action for his improvement. Establish a timeline by which to measure his progress. Let him know that this is not the way you would have liked to handle the situation but feel it is necessary in order to track his progress and provide him every opportunity to get himself back in the game. The documentation and the progress chart are necessary due to the severity of things in his department.b.Promote Paul to the shipping manager position. Give Tom several options while he gets his life back on track. A position with less stress and fewer hours per week. Move him to another department where he would not have as much responsibilities until he felt he was ready for new challenges. c. Thank Tom for his years of service to the organization. Let him know that do to the lost accounts and high employee turnover he has left you no other options but to let him go. Offer him a more than adequate severance package and tell him that you would like to remain friends. If he ever needed anything he should not hesitate to give you a call. Another option along this line would be to ask Tom to resign. This method would lesson the negative affect on employee moral for letting a long time employee go. Offer to let him keep all the benefits he would be entitled to if he were to retire under normal conditions.d. I could do nothing and hope that things would line themselves out. This would not be a very good proactive approach to a solution. Best-case scenario is that Tom would get things back on track on his own. Paul would stay on board knowing that Tom was reaching retirement. The benefits of staying with our organization would be better for him in the...
