Tough Decisions in Business- Firing a Key Long Term Team Member
Ever have to make a decision that made your heart hurt, even if it was right?
I recently let go of a key team member who had been working for me for over two years. It was HARD.
I procrastinated for months after my gut told me it was the right thing to do.
There is both gold and shadow in the qualities that led me to procrastinate. The aftermath has been increased energy and vitality within my team, and in me. I wish I had taken action sooner, but I had to go through the process of agonizing about it. My growth path as a leader.
In this post I’ll look at the gold and shadows within that caused me to delay. I’ll share what I’ve learned about hiring and firing from the process, how NOT firing someone who has overstayed their welcome can drain the business, and what I want to do in the future with hiring and firing decisions.
Sacred duty to the company and to self
It is my job as the leader to be the guardian and protector of the container of my business. what is the container? A safe space for everyone to work and to feel respected and happy.
Leadership is not what you say. Leadership is what you accept.- Alan Stein Jr from Raise Your Game
What threatens that container? People who do not honor the best efforts of others. People who dishonor the work ethic, energy, and positivity of others by dragging their feet, doing the minimum, even breaching integrity and violating boundaries.
When someone is allowed to get away with this, everyone suffers, and the business suffers.
I was drained and had less energy and motivation for my business. There was an energetic black hole where this one person was sitting in the business, and it affected everything, from team meetings, to productivity, sales and revenue.
I’m not blaming. The only person to blame is myself, because I knew I needed to let this person go and then I didn’t. for months, maybe even a year.
Procrastination- Gold and Shadow
Why did I procrastinate? This person had a family- a small child. I liked this person. They are not a bad person, just a bad fit for the business at this time.
I like to be loyal. I like to give people the benefit of the doubt. I don’t like to give up on people. I want to make sure I’ve done everything I could do to support them to succeeed.
Also, the manager who this person worked under didn’t want to be hasty, so I tried to be patient and honor that, but sometimes it’s good to be hasty. When my gut and heart are speaking clearly, I need to listen. I am the CEO.
These are admirable reasons, but the shadow side was dragging out a process that had an inevitable outcome and in the process negatively impacting me, the team, and the business. In hindsight, it would’ve been better to pull the band aid off.
Benefits of Firing, Even When It’s Hard
What are the benefits now that the deed has finally been done?
We’re like a rocket ship! My energy and focus have been restored. I’m excited to come to work.
It’s a virtual business, yet I was dreading working with this person. Their energy was like sludge in the engine of the business. I can see us rapidly progressing and gaining momentum after just a couple of weeks.
Also? We hired someone new who appears to be an upgrade already and they’ve only been around for a week.
Hiring and Firing refinements
What will I do differently going forward?
This is not the first time I’ve waited too long to let someone go. It’s at least the third time. Maybe the 4th.
If my gut and heart tell me that someone is not a fit, from now on, here’s what I’m doing-
Meet with the person and identify the issue. Address it directly to them.
If it’s a behavior issue then it’s either immediate firing or it’s an official warning with clearly outlined consequences. This will depend on the severity. I will need to outline some examples of offenses that warrant discipline or dismissal in company documentation as examples.
If it’s a work quality or productivity issue, then an expectation will be outlined and a timeline will be given to meet that standard. If the standard can’t be met within the given timeframe, then we will re-assess and decide if it’s attainable and there’s just more time needed, or if the person is not a fit for the role and needs to be let go or re-assigned to another role.
Is Firing an Act of Service to the Firee?
It helps me when I’m letting someone go to have faith that they are being released so that they can move into something that’s better for them
If a person is unhappy or unfulfilled in my company then maybe it’s time for them to move on and find work that makes them happier and more fulfilled.
Maybe I’m giving them the kick in the butt that they needed.
Fear Forward
Leadership means prioritizing the company’s goals and honoring the efforts of all team members.
Making difficult decisions and acting even when it’s scary is a part of that.
“All growth occurs at the edge of our comfort zones”.
That’s something I know firsthand. If I listen to my inner guidance and also have the courage to step into uncomfortable territory, growth will happen.