One of the most difficult actions you will take as a business owner is firing an employee. Even when there is no doubt that it is the right thing to do, it is never easy. Often what holds a business back is the resistance of the owner to address unpleasant, uncomfortable challenges, like firing an employee.
When I begin coaching a business owner, they usually begin to talk about an employee and the trouble they create. It may be as blatant as lying and stealing, or as subtle as a lack of performance. There is usually some associated team drama and low morale. This is a common problem in most businesses today; there are people there that don’t belong there.
Jim Collins, author of Good to Great, gives two simple questions to determine if a person belongs on your team. Question #1: Knowing what you know about them now, would you have hired them? And Question #2: If they left today for another job, would you feel good or bad? Those questions draw out your true feelings and intuition concerning the situation.
So perhaps you see that you have a person that needs to go. Here are some practical considerations before you write the pink slip.
Has this person has been directly confronted and made aware of their issues? Has the company taken reasonable measures to help the person correct the problems? Have these attempts at correcting the situation been documented?
Could this person possibly flourish and do well in another position? Are they the right person for the company, but possibly in the wrong seat?
Does this situation warrant immediate action, or would it be better to create a plan to transition this person to leave? Sometimes a long-time loyal team member needs to transition to reduced responsibility or hours and then leave. You can often create a transition plan that is a win for the person and for the company, including appropriate severance pay.
Once you have considered all the alternatives, and you know that this person must go, procrastination and avoidance is damaging, unkind, and is poor leadership on your part. Leaving a low performer in place is the quickest way to demoralize a team and lose good team members. Not only are you hurting your team, but you may also be keeping that person from moving ahead into a situation that will be better for them. When it’s not working, it’s not working, and it is your responsibility to address it.
If you are facing a situation like this and would like an outside perspective, I would be glad to speak with you. It’s time to quit procrastinating and take action!
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