A company manager’s key responsibility is to guide employees toward achieving organizational goals. The role may include assigning daily tasks, managing schedules, hiring employees, coordinating teams, overseeing budgets, and monitoring progress. Another significant responsibility is reporting regularly to senior management or the owners on results and deliverables.
Performance and Conduct Concerns Involving a Company Manager
Concerns may include:
- Failure to meet agreed objectives: Not completing responsibilities outlined in the job description or assignments given by senior management.
- Violation of company policies: Conduct such as harassment, disrespectful treatment of employees, or failure to follow attendance procedures.
- Disruption of team operations: Allowing unresolved workplace conflicts to interfere with assignments, communication, or productivity.
Performance concerns and misconduct should be assessed separately, as they may require different corrective procedures.
Reasons for Dismissal
A decision to dismiss a manager should be based on documented findings and follow the applicable employment terms, company procedures, and legal requirements. Relevant concerns may include:
- Persistent failure to meet reasonable performance expectations.
- A demonstrated lack of essential skills that has not been addressed through appropriate support.
- Established misconduct or serious policy violations.
- Other substantiated grounds relevant to the employment relationship.
Considerations Before Dismissal
Before issuing a dismissal letter, review the following:
- Supporting documentation: Maintain accurate records of the concerns, their impact, previous discussions, and the employee’s responses.
- Previous guidance and warnings: Where appropriate, explain the required improvements, provide reasonable support and time, and record the outcome.
- Applicable procedures: Check the relevant notice, review, and final-payment arrangements before communicating the decision.
Sample Letter
[Date]
[Manager’s Name]
[Manager’s Address]
[Company Name]
Subject: Dismissal Due to Poor Performance
Dear [Manager’s Name],
I am writing to confirm the termination of your employment with [Company Name], effective [Dismissal Date], because of continued failure to meet the performance expectations of your role.
The concerns were discussed with you on [Dates], and warnings were issued on [Dates]. Despite the agreed improvement plan, the required progress has not been achieved. A summary of the relevant findings and previous warnings is attached.
During our discussions, we agreed that you would [Specify Required Improvements]. The company provided [Describe Support, Resources, and Review Period]. The subsequent review found [Summarize the Remaining Performance Gaps].
The Accounts Department will contact you regarding your final salary and any other payments due under the applicable arrangements. Please coordinate with HR to complete the handover and return company property, including [List Items], by [Date].
If you have questions or wish to request a review of this decision, please contact [HR Representative] at [Contact Details] through [Review Procedure, if Applicable].
Regards,
[Senior Manager’s or Company Owner’s Name]
[Designation]
[Signature]
