No one likes to fire an employee. It’s hard to admit that we made a mistake in hiring this person. We may identify with the financial and, well, self-esteem hit of being fired (OK, laid off, downsized, whatever). We may just be reluctant to confront someone we work with and know.
In a recent article in the Small Business Times,
In his article, Mydlach gives business leaders some guidance to recognize “here’s yer sign.” The key sign, he suggests, is when the management team realizes that they are spending an inordinate amount of time on the problems of one employee. As a general rule, I believe in progressive discipline and in working with an employee. Sometimes, an employee goes on the spot, but that should be a rare occurrence (assault, stealing come to mind). The discipline of documenting behavior
Mydlach reminds us that while firing someone does hurt the employee, it is the right thing to do for the organization. It is often the right thing for the employee as well – a reality check on their own behavior, or sometimes they just need to be in another organization. I’ve seen that happen – good person, wrong “chemistry” with the organization. Whatever – the world will turn, the wind will blow, the rivers will run. And time to work on running your practice.