How a manager should deal with a lazy new starter in retail.?

Question

I'm new to management and being the in store trainer.

This new girl I was training is causing a few issues. In training she was a pain, firstly I walked too fast, then the store was too cold, then everything was too heavy, then the training was boring, then the questionnaire was difficult, then the uniform was horrible. What's more she paid no attention to the training and was more interested in the stock and her opinion was given on all kinds of stock.

Since training has finished she's not progressed at an acceptable rate. She chats to all the customers when operating the checkout which slows things to the extent that I often have to interrupt another staff member to open a checkout to lessen the queues, this stops them doing their job and means that everyone has to stay after hours to finish the work. I've mentioned this to her but she's slightly aggressive and makes excuses. Other members of staff are becoming upset about it and it's up to me to sort it out.

Last time she made an excuse about her pace I reacted by 'putting her in her place', I insisted she speed up and do as I asked. I was very firm and made it clear that her excuses were tiresome. She reacted quite immaturely and didn't speak to me for the rest of the shift.

That was a week ago, I'm on holiday now, I return on Wednesday and I'm working with her again.if anyone has any advice on how to deal with her then I'd be very grateful.

Please be aware, I don't have the authority to do much, UK employment laws and company policy must be adhered to, so don't suggest things like 'tell her she'll lose her job',

Thanks in advance.

Answer 1

Heaven only knows how you got the job. Sorry to be harsh but you have no idea how to train or manage anyone. This girl is in charge of you when it should be the other way round. You need to ask your manager if you can go on a training course.

UK

Answer 2

My first question is didn't they teach you this in your training? but that aside you gave her a verbal warning and that's obviously been ignored. You can't win against someone who obviously has either been made by the job centre to apply for this job or the company had money bunged at it from them to take this workshy immature and rather selfish individual on. I'm taking it too she's very young because an older person would never dream of behaving in such a disrespectful and childish way.



Your company has a policy on conduct yes? well hand her a copy and make her sign for it then point out that it's now in progress ie ignore the last warning you gave her and tell her again that her progress needs to improve if she ignores that make a note of the date and start keeping records from that point along with a further coaching session which if she doesn't respond to. Issue a formal written warning. Nip it now or you'll lose face with the others along with the fact she'll only go and get a union rep on board which muddys the water further. You can't win with idiots like these and next time choose more carefully.

Answer 3

Issue a verbal warning, take her into the office and allow her to take someone impartial in along with her as a witness then list her failings and give her an official verbal warning. Having a witness covers you and her against any untrue allegations of what happened in this meeting.



If it continues issue a second verbal warning again with a witness, after two you can issue a written warning stating that if there is one more incident she will be dismissed.



This way you are complying with employment laws and if she continues to be a disruptive element you can eventually get rid of her.

Answer 4

You need sit her down in the office with yourself and another manger or someone high up if possible to talk about the situation and let her know that you believe its not and she needs to give more imput them she has done and use a couple of examples let her no repeat whats said to male it stick

Answer 5

You are a member of store management and you let a colleague over-rule you? I think this is a question of whether or not you can actually effectively manage staff.