SHOULD YOU FIRE THAT STAFF MEMBER?

Hopefully these points make it simpler for you to make a decision.

Team members tend to fall in one of these two categories as the reason you might want to move them on:

1. 1. 1. You’re not happy with their performance, productivity or competency but they’re friendly, sweet, kind, or you like having them around;
      2. They have an undesirable personality, don’t fit in culturally but they’re achieving what’s required of them.

Note: If the team member falls in both categories I suggest you don’t waste your time with this article and move them on.

If it is the first point above and their personality is a match and they fit culturally, but you’re not happy with their output, go through this checklist:

1. Get their role defined simply, showing the end results and outcomes you expect, and the ways in which you’d like them achieved. Keep it simple to 1-2 pages.
2. Meet with the team member, go through this description and ensure they understand it in full.
3. Get them to highlight the points in this description they feel they can improve in, and also the points they feel they do well.
4. Create a plan together of how those discrepancies can be turned around.
5. Ensure the plan is simple, easy to understand, and is not vague.
6. Ensure the plan has a timeline and is achievable.
7. Ensure you give the team member everything they need to achieve these things (from information to software).
8. Set checkpoints along the timeline to give you a chance to check and review.
9. Push them on this.
10. Push them on this.
11. PUSH THEM.

Still don’t achieve? Replace.

The only instance it may be okay to have someone around who is not achieving expectations (but fits in culturally) is if it’s a brand new role and you’re even unsure if it can be done.

I hate to be blunt though, but if they were great you probably wouldn’t be in doubt.

Think of your best staff member and imagine you put them in this role. Would you still be feeling doubt?

If they’re producing what you expect but there are clashes personality or culturally. Do this checklist:

1. Observe. Go into the area and observe. Really make sure that it’s THEIR personality that is the issue as often the most productive person can be targeted when surrounded by unproductive staff.
2. Weigh up the value they bring vs. the trouble. If they’re a sales rep, for example, and getting sales in but disrupting the team, look to see how many sales that disruption is preventing. Are they stopping other sales?
3. Define your company values. Values are those words that represent imply what you allow or don’t allow in the way you approach business. (EOS has a great tool for this where you check off each person against the values and whether they fit the role and is incredibly powerful, would recommend).
4. Define the role but be sure the ideal attitude and behavioural traits for the role are outlined.
5. Share these values and role outline with the team member and get them to highlight which ones they feel they apply well, and which ones they need to improve in. This is a good time to be super honest and say your part on what you’ve been observing.
6. Let them know the trouble you’re facing and the fact you’re in doubt on them – they may be shocked and it could be enough to change straight away.
7. Create a plan of action moving forward. Ensure the plan is simple, easy to understand, and is not vague. Ensure the plan has a timeline. Ensure the plan is achievable.
8. Set checkpoints along the timeline to give you a chance to check and review.
9. Push them on this.
10. Push them on this.
11. PUSH THEM.

Still don’t achieve? Replace.