Can We Just Fire Him?
Over the course of my career and working with thousands of leaders, I've been asked this question so many times I cannot count.
The decision to retain or fire someone can be tough if the employee in question hasn’t violated any policies or regulations and isn’t egregiously underperforming but is clearly falling short in the leader’s mind.
I believe anything is possible and can be managed however I’m afraid it’s not in anyone’s best interest, or that of the company, to just fire someone ever.
So, no, you should not.
As a leader it is your responsibility to make sure that individuals have what they need to be successful.
Here are the steps you should be taking:
Determine what, if anything, has changed since you hired him, and he was the number candidate on this list. Ask yourself and him open ended questions.
Review all projects he is responsible and his performance for during weekly one-on-ones. Asking questions about progress, obstacles, challenges, etc.
Always be transparent, honest, and respectful. When he is falling short, let him know and ask him why.
Ask what you can do to help him accomplish his goals. Think about what value you add leading him in the right direction.
Coach him along the way to greatness.
Document the good and the not so good, be sure to include that date of all conversations.
If you are not yet doing the above, that is where you should start.
That said, if you have been doing all the “things” a successful leader does, then review the documentation of his employment history before strategizing the exit.
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