GCE Strategic Consulting

Blog - GCE Consultant's Insight

The blog that shares our expertise and perspective for driving business transformation, based on the successes and failures we've seen everywhere from start-ups to Fortune 500 companies.

Is it Time to Fire?

  “Firing bad employees isn’t just about the ‘soft’ issue of maintaining a feel-good culture, where every employee is a perfect team player. Disengaged workers cost the American economy $350 billion per year in lost productivity. Plus, if you keep bad people, good people will leave, and replacing them can cost up to 200 percent of their salary.”Recently I worked with a company who didn’t understand that consistently siding with disgruntled employees was directly affecting their ability to retain quality employees.  Their focus was a feel-good culture, and ignoring the root cause issues with people, drove down engagement and results. Source: Inc - http://on.inc.com/2pUSmfLLetting people go is an unfortunate obligation that comes with leadership. It is vital for any leader to not only learn how to prevent having to terminate people but to also know when it is time to terminate. Consultant’s InsightHow to Prevent Having to TerminateI am a firm believer that when you do have to terminate someone, it should never be a surprise to them.  If it does come as a surprise, then that is a leadership challenge and it lies squarely on you.  I have never met anyone who enjoyed terminating people.  Although in one company I did have to do a lot of it, even acquiring a reputation for it which I didn’t enjoy at all.  Here are a few rules to follow will that can increase an employee's success and lower the number of people you need to terminate.

  1. Provide clear accountabilities and expectations in writing before new hires begin.
  2. Profile new hires using DISC or Kolbe - whichever you choose.
  3. Provide an environment that encourages employee openness and transparency.
  4. Engage in clear and regular communication with employees.
  5. No surprises. When it’s time to terminate, you should have had multiple documented performance conversations with the employee.

How to Decide If You Need to Terminate and EmployeeThere are times when you must terminate an employee, and as quickly as possible. Reasons for prompt termination include:

  1. When the employee does something illegal or unethical.
  2. If after several coaching sessions with documented concerns, and a performance plan in place, the employee still fails to improve.
  3. Cancerous employees. These are the employees that are always stirring the pot around the water cooler.  In my experience, terminating employees with bad attitudes increases performance in those you want to retain.

Sometimes, despite our best efforts, we end up hiring employees that just don’t work out. In that situation it is crucial to keep these in mind so you can cut your losses and move on quickly.If you have any additional questions, please reach out to us directly and let us look at how we can help you!  https://gcestrategicconsulting.com/services/