Every executive and manager confronts this challenge: how to fire a poor performer. One way to make the process easer is to consider that not everyone belongs on a given team. Even more importantly, a manager serves poor performers well by sending them on their way, according to a recent blog item by Lets Grow Leaders founders Karin Hurt and David Dye.
“There is a vital part of knowing how to say goodbye: realizing that you don’t do an employee any favors by tolerating poor performance, mission misalignment or abuse of coworkers,” the blog posting argues. “When you refuse to help someone move on, you actually hurt them.”
An executive or manager who refuses to fire poor performers keeps those employees from learning what their strengths actually are, according to the blog item. And if poor employees are negligent or even abusive, they end up perpetuating poor behavior and unable to succeed, hurting the organization as a result.
With that in mind, firing a poor employee often ends up being a positive thing both for the organization and individual, allowing all sides to start fresh, according to the posting.
The full blog item – “How to Be Okay When It’s Time to Fire a Poor Performer” – can be accessed at this link.