For many managers, terminating an employee is the least favorite responsibility of the job. Despite anyone’s strong hand at management, knowing that you have to let someone go from their livelihood is a tough task.
Nonetheless, that comes with a job. Even more important than having that tough conversation is the ability to discern whether an employee can be corrected through mentoring and discipline, or whether it’s time to part ways.
Employees Worth Saving
There are several times that an employee needs another opportunity to improve, learn the skills required, or be encouraged to follow basic rules. These cases are relevant when the employee is otherwise stellar. For example:
Tardiness
If you have an employee who is always late to start the day or to meetings, but otherwise does a bang-up job, try leveling with her. Communicate that while their performance is up to par, they must be a team player and follow the rules and expectations like everyone else. If this tardy pattern continues, you’re going to have to search for a replacement who does great work and shows up on time too.
Quiet
Some employees are quieter than others. If this person is in a position where they need to present and have greater comfort around their peers or customers, it’s time to put on your coach’s hat. Work with getting that employee comfortable and gradually build up their confidence with smaller meetings or presentations first. If you’ve exhausted all your efforts and there’s still no improvement, then it might be time to find a different position for that employee or let her go.
When It’s Time to Terminate
Since firing an employee is a manager’s least favorite responsibility, many often fall into denial that an employee has to go. Here are a few examples of employees who you’re better off without.
Persistent Bad Behavior
When an employee does something bad, unless it’s a major violation, most managers will give a second or third chance. But when an employee has had plenty of time and progressive corrections regarding work performance or behavior, it’s time to let the employee go and find a much better replacement.
Drags Down Morale
An employee who drags everyone down, who sucks the good vibes out of a Friday, or who everyone in the office has difficulty with, is someone who shouldn’t work at your company. Even if he is a top performer, an employee who brings down the morale of others negatively affects the overall success of the company. If you’re happy when he goes on vacation, that’s a clear sign that he should go.
Consistently Apathetic
Everyone hits a slump when they’re unmotivated. But an employee who has zero care for the company, the product, the job, the people, this person needs to go. Letting this person go could provide him the opportunity to do something he cares about while allowing you to have a qualified worker who is also driven and passionate.
Find Trustworthy Employees to Strengthen Your Team
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