Do you struggle with letting people go? You’re not alone. Many leaders have some level of discomfort when it comes to firing someone. Yet, this uncomfortable responsibility is frequently what’s needed to improve employee engagement. In this episode, I share with you how to make the decision of whether or not fire someone easier.
About 18 months ago, I wrote one of my most popular posts about the disdain many people have for a frequently used expletive, of sorts. Many people are terrified of this “F” word, and why wouldn’t they be? Saying it makes people uncomfortable.
Now, before your mind goes too far with this, the “F” word I’m referring to is “fire.” Employees hate being fired, and most managers despise being on the delivering end of this news. However, letting someone go is often an act of compassion.
If someone is not meeting expectations, and the interventions you’ve employed are not changing that, then it’s time to let go. By firing that individual, using the most compassionate communication methods you can, you actually engage an even more powerful “F” word, “facilitation.” When it no longer makes sense to continue someone’s employment, this facilitates their moving on and yours as well. Actor Jerry Seinfeld, Mayor Michael Bloomberg, and Coach Bill Belichick all got canned during their careers. Yet, these firings became the impetus that allowed them to reach greater successes.
So, go ahead, when it’s time to let someone go, fire with compassion. When you do, you may just be creating some opportunities for those people to experience some other “F” words, such as another job that’s a better FIT or a life opportunity that is simply FABULOUS.
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