Doubts about firing someone are common when you’re faced with team members who are up and down, hot and cold, good one day and bad the next. As the founder of Talent X, I’ve seen a lot of that in the industry.
You hold onto them in hopes the good will outweigh the bad. However, making a decision is always the best move. Hopefully, the points we’ll touch on today will make that decision easier for you.
When you’re considering whether team members should move on, it’s usually due to one of two reasons:
- You’re not happy with their performance, productivity or competency but they’re friendly, sweet, and kind, or you like having them around;
- They have an undesirable personality and don’t fit in culturally but they’re achieving what’s required of them.
Note: If the team member falls in both categories I suggest you don’t waste your time with this article and move them on.
When the Team Member Is Underperforming But Is a Great Fit Culturally
If the team member in question is a match culturally, but you’re not happy with their output, go through this checklist:
- Define their role in simple terms, showing the end results and outcomes you expect, and how you’d like them achieved. Keep it simple to 1-2 pages.
- Meet with the team member, go through this description, and ensure they understand it in full.
- Get them to highlight the points in the description that they feel they can improve on, as well as the points they feel they do well.
- Create a plan together of how those discrepancies can be turned around.
- Ensure the plan is simple, easy to understand, and not vague.
- Create an achievable and realistic outline for the plan.
- Give the team member everything they need to achieve these goals (from information to software).
- Set checkpoints along the timeline to give you a chance to assess their progress and review.
- Push them on this.
- Push them further.
- PUSH THEM.
If they still don’t perform as expected, it’s time to replace them.
The only instance it may be okay to have someone around who is not achieving expectations (but fits in culturally) is if it’s a brand new role and even you’re unsure if it can be accomplished, OR if it’s so unorganised that you know it’s not realistic for anyone to achieve it.
However, and I hate to be blunt here, if they were great at their job you probably wouldn’t be doubting whether they would be capable.
Think of your best staff member and imagine you put them in this role. Would you still be feeling doubtful?
When the Team Member Performs Well But Doesn’t Fit the Culture
If the team member you’re assessing produces what you expect but their personality clashes with the culture you have in place, go through this checklist:
- Observe. Go into the area and observe. Really make sure that it’s THEIR personality that is the issue as often the most productive person can be targeted when surrounded by unproductive staff.
- Weigh up the value they bring vs. the trouble. For example, if they’re a sales rep who brings in sales but disrupts the team, look to see how many sales that disruption is preventing. Are they stopping other sales?
- Define your company values. Values are those words that represent what you allow or don’t allow in the way you approach business. (EOS has a great tool for this where you check off each person against the values and whether they fit the role and is incredibly powerful, would recommend using it).
- Define the role and be sure to outline the ideal attitude and behavioural traits for it.
- Share these values and role outline with the team member and get them to highlight which ones they feel they apply well, and which ones they need to improve in. This is a good time to be super honest and share your observations.
- Let them know the trouble you’re facing and the fact you’re in doubt about them – they may be shocked and it could be enough to inspire change straight away.
- Create a plan of action moving forward. Ensure the plan is simple, easy to understand, and not vague. Create an achievable and realistic outline.
- Set checkpoints along the timeline to give you a chance to assess their progress and review.
- Push them on this.
- Push them further.
- PUSH THEM.
If they still don’t achieve after these efforts, replace them.
Conclusion
While firing staff members can be difficult, it’s better to rip off the band-aid. Underperforming team members or members who disrupt the company culture can create a negative work environment, not to mention they cost the organisation time, resources, and profits.
Moving on from team members who are no longer performing as expected is ultimately a benefit not just for the company and the rest of the staff, but also for the individual themselves.
If you’d like to receive more Talent X guidance, visit our website or connect with us via Instagram.