We can all spot terrible employees: they under-perform, they don̵7;t work well with teams, they struggle to meet expectations… but oddly enough, it isn̵7;t the obviously terrible employees who cause the real problems. It’s awful to fire people. It’s the most difficult thing most managers will ever have to do. Because it’s so hard knowing that you’re going to be affecting someone’s life in such a profound way. One of your duties as a manager or business owner is not to just handle tough employees, but also to let them go when justified. While handing a pink slip to an employee is never a pleasant task, it’s a necessity if you want to have a thriving business. Here are 7 signs why an employee should be fired.
1. Stirs the pot:
This individual can do some serious damage to your workplace if left unattended, and we think you know what type of person we’re talking about. They spread rumours, pit colleagues against each other and incite mutiny by undermining management or bad-mouthing a supervisor. If you have an employee who won’t embrace company initiatives, quibbles about project requirements and gets a kick out of causing trouble, then it’s probably time for you to part ways.
Argumentative employees usually take two forms: those employees who feel strongly about their positions and those who have grown weary of their environment and wish to argue for the simple act of releasing aggression. If the former, congratulations, you have a passionate employee! If the latter, you have someone on your team who has reached the point where a blowup is imminent. When the latter begins frequently arguing with you, other management, fellow employees, or clients, it’s a very good sign that it’s time for that employee to go. If you’re kindhearted, you could (and probably should) bring the employee in for a conference to see if any issues can be resolved. Otherwise, it’s “Hit the road.”
3. Productivity decline:
Production loss can come for many reasons. Sometimes staff can become overloaded with work or be placed on a project they have no business on because they lack the skill set. Other times, a drop in production can come for no apparent reason. It’s when this type of slowdown occurs that attention must be paid to the culprit. If the employee in question seems to be spending more time with his eyes in places other than their work, or their work requires several revisions, they’re constantly asking co-workers for assistance, or their taking-up too much of your time, then it’s time to bring that employee in for a chat. When that happens, the employee will either deny your claims or make excuses for his (in)action.
4. Hurry to grab the credit:
OK, maybe he did do nearly all the work. Maybe he did overcome almost every obstacle. Maybe, without him, that high-performance team would have been anything but.
But probably not. Nothing important is ever accomplished alone, even if some people love to act like it.
A good employee and good team player shares the glory. A good employee credits others and lets others shine. That’s especially true for an employee in a leadership position — he celebrates the accomplishments of others secure in the knowledge that their success reflects well on him, too.
Saying “I did all the work” or “It was all my idea” is like saying “The world revolves around me, and I need everyone to know it.” And even if other people don’t adopt the same philosophy, they resent having to fight for recognition that is rightfully theirs.
5. Can’t handle change:
Change is inevitable, especially in a fast-moving company. Employees need to be comfortable with change and eager to improve company’s abilities. They need to keep our skills growing at pace with the company.
This can actually be tough when you have a hard-working employee who is responsible and fits the culture of your company. Unfortunately, if they can no longer perform at a high level because the pace is too fast for them, then, unfortunately, it’s time to move-on to someday who can.
6. That’s not my job:
The smaller the company, the more important it is that employees think on their feet, adapt quickly to shifting priorities and do whatever it takes, regardless of role or position, to get things done.
Even if that means a manager has to help load a truck or a machinist needs to clean up a solvent spill, or the accounting staff needs to hit the shop floor to help complete a rush order, or a CEO needs to man a customer service line during a product crisis.
Any task an employee is asked to do – as long as it isn’t unethical, immoral, or illegal — is a task that employee should be willing to do, even if it’s “below” his or her current position. Great employees notice problems and jump in without being asked.
Saying “It’s not my job,” says “I care only about me.” That attitude destroys overall performance because it quickly turns what might have been a cohesive team into a dysfunctional group of individuals.
7. They’re not trying to improve:
Let’s say that you have an employee who is tardy or afraid of public speaking. Instead of making an effort to arrive at the workplace earlier or start taking public speaking classes, the employee doesn’t make any sort of effort to rectify their mistakes or better themselves then it’s probably in your best interest to give the employee the axe.