Jen FrankOne of the hardest things about becoming a leader is realizing that caring about someone doesn’t mean keeping them employed on your team.
Firing someone does not make you a failure as a leader. It’s an act of courage to let an employee go who is no longer a fit at an organization. That lack of fit could be because the employee lacks the skill to do the job or it might be that they create chaos on the team or their judgment can’t be trusted with clients or partners.
A number of my executive coaching clients have been struggling with this very thing the last few months. The reasons they drag their feet on letting an employee go vary. One of the big ones is hope.
The manager truly hopes the employee can turn it around, because they are talented and have a lot to contribute; they may even be beloved for a wonderful personality and long tenure. And sometimes employees do receive constructive feedback and improve. But watch for patterns. Is the improvement ongoing or temporary? If the employee always goes back to the original behavior after multiple opportunities to improve, it’s time to acknowledge that and move forward.
Other reasons a manager may not want to let an employee go include:
– The manager lacks the confidence to let an employee go because they worry that they haven’t set clear expectations or given clear, constructive feedback.
– The current job market is tough. Managers shouldn’t caretake their employees though; their employees are whole and resourceful – and the employee probably feels the lack of fit, too. (More on this in last month’s blog.)
– The organization lacks a process for letting people go. In this case, a process should be created and the manager should ensure they have leadership’s support for their decision.
As a manager, you want to do your best for the individuals on the team. But you have to balance that with what’s best for the whole team. An employee who is underperforming may be demoralizing to the team over time – and even demotivating for the high performers. The team notices when one person gets chance after chance as well as when they are doing work that belongs to someone else.
Sometimes letting go of an employee is an easier decision than others. If someone is violent or stealing from the organization, the right thing to do is obvious. Other times it takes time to get clear and patience to let the process unfold. To help clarify, ask “knowing everything I know now about this employee, would I hire them again today?” If the answer is “no,” it’s time to start – and trust – the process of letting go.
Is there someone on your team who doesn’t fit in your organization anymore? Who needs to be moved along to make space for someone who could be a better fit? (And if it’s you, be honest about that, too!)
I’d love to hear your thoughts on this blog post at https://www.linkedin.com/in/jenfrankcoaching/