Have you ever thought to yourself, “I would love to replace this employee, but what would I do if they were gone? I would have to do their work and mine too until I find a replacement and I just don’t have time to do that.” Perhaps you’ve said to your spouse, “I really need to replace so and so. But I’m too afraid it would take forever to find someone else.” Have you ever felt like a hostage to your employees? You’ve known you need to replace them but you put off doing it because you are so busy, or you see their role as so important to your work you conclude that you just can’t risk firing them.
If you feel like this you are like many contractors who continue to bear with and suffer from underperforming employees but are too afraid to act. We choose what is familiar to us rather than show the courage to choose to act even when the prospects of positive change are in your favor. So, what are you to do? Many employers feel their choice is either to keep what they have, or fire on the spot and suffer the consequences of an unfilled position that will take an undetermined time to fill.
This is simply not true! Such thinking is wrong and self-defeating. In my company my wife and I would come to the end of a long road and conclude that an underperformer, trouble-maker, or complainer was not going to change their ways despite our repeated efforts to coach, train, and redirect. We agreed with one another “this person is fired.” We’d make no announcement but simply put into motion a process to replace the person. We backed off and ceased our efforts to change the person’s behavior, and quietly began our search for their replacement. When ready we announced the separation to the employee with immediate effect. Out with the old and in with the new, all in a single day. We typically provided a two-week severance to the outgoing employee to lessen the burden of our quick action. It was always better to make the firing immediate than to give or accept a two-week notice.
That may have been an expected commitment by either employer or employee but not in this day and age. You can avoid a lot of trouble by making the transition immediate. Your business depends upon you to be as good an owner as it depends on your employees to be faithful productive workers. Be a good owner and do the right thing by your business, your employees, and the people you serve. If you have an underperformer, trouble-maker or complainer do the right thing, and after a sincere effort to help them become the employee you need them to be fire and replace them if your efforts fail to produce the results you need. Don’t make decisions out of fear – ever! Instead, be in full control. Don’t be held hostage by the fear of losing an employee. Show courage and accept the reality that they are not salvageable and begin the process that will replace them. One final truth – employees don’t hold you hostage – you hold yourself hostage refusing to do the right thing because you are afraid. Your biggest problem is not your employees – it is yourself. So get over it, face your fear, do the right thing – show courage! You will immediately see the improvement to your business.
Reference: 9-Month Coaching Plan – The Business Transformer – Double, Even Triple Your Business in 18 – 24 Months http://growmyrestorationbusiness.com/successes/