“I really regret letting that person go.”
Not once, after more than 12 years and thousands of meetings with leaders, have I ever heard this phrase.
Not once. Sometimes people just have to go.
I know what you’re thinking – “They’ll get better if I give them one more chance.”
It’s time to let them go.
But, in case you’re not sure, here’s a simple exercise to help remove any doubts.
List the top 7-8 qualities (intelligence, work ethic, etc.) you expect out of the role. Next, select a grade for the minimum performance on a scale of 1-10 (1 = terrible and 10 = mastered). Finally, grade your current employee.
If you’re honest, the decision will be crystal clear.
Now, comes what I believe is one of the most difficult jobs any leader has to face – removing an individual from your company.
Once you’ve made the emotional decision, you should follow a disciplined process.
First, make certain that you have the right resources to replace their daily responsibilities.
Next, consider the following question – What is the perfect job for this individual? Your job as a leader is to help your staff grow their careers and just because your company isn’t right for them, that doesn’t mean you can’t help guide them to a role that’s better.
Deliver the message face to face in a meeting that should last no more than 15 minutes. Clearly and briefly communicate this information:
- You are no longer employed here and that isn’t up for negotiation.
- This is your severance package.
- Here’s what I’ll do in order to help you land in another positon. This obviously will only apply to individuals whom leave on somewhat good terms.
Finally, deliver a concise message to your team that indicates why you made the change and what it means for the company.