THE BEST TIME TO FIRE A PERSON IS WHEN YOU FIRST HAVE THAT THOUGHT
One of leaders most challenging questions they ask themself is when is the right time to fire an employee. Its a confrontational and challenging period, nearly every single CEO Executive leader goes into their roles to help others be better and to improve the performance of his/her organisation. They do not turn up to work wanting to fire people.
In a recent coaching session with a CE we were discussing her people, rising talent, opportunities to grow people, who might be a flight risk, basically a who is on the bus and who she felt needed to get off the bus. It’s part of the coaching work we do here at Nick Roud Coaching (your people) and captures a great deal of our time,
To me people are the heart, soul and future of any organisation. It’s vital to ensure as a leader you have the right people on the bus, that they are in the right seat for them, they have all the tools and support to be effective, that they are growing.
We all know that it is people who make and people who break a company/team. If you are a leader and your top focus isn’t your people I’d like to challenge you to have a deeper look at your priorities!
One of her direct reports who she had hired some time ago was not behaving in line with their executive purpose statement, a document that they each participated on and committed to. Whilst her report is a capable leader, gets results, adds to the executive team etc, the big elephant in the room was around behaviour. Certain other executives had noticed how he was stamping his voice on things’ and not really letting others bring thoughts, ideas and solutions into the room. He was an intimidating figure the kind of guy who liked the sound of his own voice and one that let just say played people off each other! He was not a team player and when under pressure this came through thick and fast. It was not enabling the organisation to move on.
We all have ways of operating and being effective, some are good and some need to be called out and addressed. It’s ok to disagree with people and its ok to challenge thought but like very few things in life their is a line and that line must be very clear, and, if people no matter if they be a leader, a graduate, a long-serving team member who ever cross that line of behaviour then it’s out the door you go.
We spoke at length and it had clearly been sitting with her for a few months. She wished she had done something earlier to raise her concerns with him around his behaviour, now things were starting to ripple across the organisation (oh it’s ok to operate/work/treat people in a certain way). As we discussed her options she came quickly to the conclusion that he needed to go and to go quickly. This did happen and what she reflected on with recently was this.
If people cross our purpose line, their is no going back no second chance.
She grew as a CE as a leader and as a human over the space of a few weeks, her confidence to call out behaviour that was needed and that which isn’t has enabled her to re connect with her entire organisation. She and her executive team are back on point back on page and by the sounds of things all moving forwards as one team. This is a great outcome
Summary: Their is never a ‘nice’ time to fire a person from his/her job. As a leader it’s your responsibility to ensure all people within your organisation understand what is allowed and what will not be tolerated. Do not for one minute shy away or pass this responsibly onto others. Step up and be the leader you must be.
Enjoy the art of learning and keep sharing your wisdom with others. The world needs you and we will all be better of for it