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Today's managers must contend with some tough calls to make: when a staff is not performing satisfactorily and will never be able to meet up the work expectations no matter what. Firing the employee before it moves to a new role in the organization is the wisest thing to do. This is an opportunity to not just maintain the present work standards of the organization but to improve and innovate how these new recruits can enlarge the impact of the roles.
The reason why bad employees continue to exist is because their managers turn a blind eye to the situation until it presents more trouble. The costs of addressing a growing issue which would involve more absenteeism, team mates suddenly resigning, failure or incomplete work, customer service issues and concerns would be staggering to any organization large or small. Preventing that person to move around as if, he or she is a stellar employee and could be 'rehabilitated' could be a wishful thinking.
I saw first hand in my previous work employment that once a bad hire is allowed to continue performing in a substandard way, more trouble ensues. That employee caused a major havoc in the organization by refusing to follow ethical standards with financial disbursement of funds and abuse her authority by side-stepping the counsel of the Board and advisers of the organization. She caused the organization to be bankrupt and because there was no money to finance the daily operations, the organization had to decide to move the operations to another location and start anew with a very limited financial base. She was terminated but it caused major reputational damage and rift between the stakeholders that it took a while to get those back by the successor leadership.
Lesson of the story. When a person shows you who he/she really is, believe it. If the employee is not in the place where he/she could be ethical and meets work expectations, start the dialogue now and not later. Keep your documentation updated and address current issues that you observe in more than one instances. Don't wait for the legendary annual reviews or quarterly assessment. Always check in for improvement and growth purpose.
Lastly, keep your eye on the larger scheme of things. As a manager, you want all of your employees to excel in their jobs. It is also your responsibility to provide support, enabling environment, and encouragement. If all things fail, and you don't see the employee putting it the right commitment and effort, it's time to make some tough calls.
If you're interested to deep dive into your strategy, change, and engagement issues, reach out to me at email@example.com. Don't wait for the perfect time, situation, or budget.
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