Being a non-profit does not mean keeping bad employees. Realize you are not alone. Every organization, whether non-profit or for-profit, has the same problem.

In most organizations, managers and supervisors fail to conduct adequate responses to create the right path to improving, correcting or terminating an employee.

Does your organization have a written employee policy? How often does your organization review it to make sure it is up to date? How often does an employee review it and sign off they have read it? Does your organization have annual reviews on the employee? Are the duties described for an employee measurable? Does your organization provide a standard written corrective action document for managers and supervisors to follow? Is it clear to employees those actions that will result in an immediate termination? When was the last time your organization terminated an employee? The quickest way to the demise of an organization is a bad employee. Being prepared is having a standard process that everyone follows and management is responsible for tracking such.

No funder gives money for ineffective, inefficient, or disruptive employees.

The IRS requires that nonprofits raise money to offset their cost of services, not to run deficiencies by having two employees doing the same function and wasting funds.

Deal with the issue: Personnel/supervision is the hardest part of any management job. However, No pain, no gain; just a slippery slope to awful situations.

Remember: If you spend zero time and effort on a problem you will fail. Success takes time and effort.