Thinking back on my first job – waitressing at the local pizza place – is rather cringe-worthy. Granted, I was a spoilt sixteen-year-old with no life experience; but some of the incidents and reactions leave me red-faced. If it wasn’t for the kind guidance of some of the more experienced staff, my ass would so have been fired!
Fast-forward 20-odd years, and on the opposite side of the spectrum, it’s easy to see entrepreneurs getting caught up in the drama of a troublesome employee. You know the one - the complainer, the back-stabber, the game-player. As a business owner, it’s vital to learn the difference between a grouse-mouse and a genuine bad seed.
They tried to make me go to rehab
Unlike Amy Winehouse’s chorus, empowering your underperforming employee to step up to the plate is a “yes, yes, yes”. Firing any employee should always be the last resort. Here are four steps to take initially:
1. Meet - start a conversation with honest and constructive feedback about your employee’s performance. Most importantly, listen to what your employee has to say. Hearing all sides of the story avoids misunderstandings and unnecessary confrontation.
2. Agree – , with the employee’s input, on an action plan to improve performance and make things better. Set realistic goals to be met, with a tangible timeline to follow. Schedule a follow-up meeting to evaluate how successfully the culprit has adhered to the plan.
3. Step back – investigate where you can make positive changes to avoid similar confrontations down the line. Implement a no-politics policy and create more transparency in your business.
4. Follow up - through your scheduled meeting.
Hit the road, Jack
The decision to fire an employee is never easy. But having a toxic employee around can have a hugely negative impact on your business. How do you decide when enough is enough? Here are … signs that you should seriously consider termination:
1. Not performing up to expectations or not meeting the responsibilities listed on the job description
2. Unable to handle change
3. Lacks enthusiasm and drive
4. Not a fit with your organisation’s culture.
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