Now before i get to the content, i just want to thank people who took the time to visit my blog, especially those who follows my blog, i really hope you guys have been able to find some of the contents useful, relate to them and i thank the ones who have posted comments as well, I appreciate you people.
now let’s talk about the confusing, complicated, and conflicting decisions you will have to make
This particular task is especially difficult if the person you’re about to hire is someone you like, but out of many reasons, i know you have thought of this many many times before and you still think you need to fire him.
To help you with your decision, here are 3 tough questions you should answer honestly, to simplify your decision
1. Do you think his potential isn’t maximized here and so his contribution is doing your company no good?
This makes a lot of sense because if he’s not growing, you’re losing. First it hurts him and it also costs you a good amount of money for training, consultation, and wastes time as well.
2. Does she, despite her performance, contributes positively in building a positive workplace?
In this case you might consider keeping her or find her trait what is it that she has that you need to find in the next person because positive workplace is something you should continually strive as a goal and people who can help you execute this is very valuable.
And finally one of the most important questions you need to ask yourself is
3. Have you listened to them?
She might be under-performing because of a situation at home or an illness, he might have a problem with the new rule in the company, he might be bothered because of the constant change of systems, or maybe you’ve been giving her too much side work and she’s overwhelmed. Not only this is very effective, it also encourages candor across the organization.
So many reasons and if you could hear their part more, you will have valuable insight and make your decision easier
Your purpose should be just one, creating a win-win situation for both parties, think about them too, try to empathize with their feelings
If you are hindering their potential, get out of their way, even though they may not realize it, do what you think is best. Why? Because right now you are still her manager, you are responsible for her and your caring should not stop.
If you decide that firing is the right decision, thank them for their good job, be specific why they are fired, help them however you can and wish them good luck.