When someone is Wrong Person (doesn’t fit our Core Values and Culture), Wrong Seat (in a job they don’t GWC®; Get It, Want It, Capacity to do it and we can’t fix it), or both, the reality is that they have to go.
As a leader, you’re there for the greater good of the business. Sometimes, helping someone to the door is what the greater good requires.
I need to ask for a little blind faith here, too. It’s also for the greater good of the person who needs to leave. Being stuck in a company where you don’t fit, or in a job at which you can’t excel, is a terrible way to live. It’s your duty as a leader to make that conversation safe and to do everything you reasonably can to help the person who doesn’t fit make a good transition.
There are three things you need to do well in advance of any specific conversation.
If you do those things, the actual conversation is relatively easy. You need to be prepared with some data – at least three specific examples of performance deficits and feedback from other employees about Core Values violations.
Then start the conversation like this: “This doesn’t seem to be going very well. I’m not happy, from what I can tell, I don’t think you’re happy, and the company isn’t getting what it needs. Living with this isn’t an option. Our only other choices are to fix it or end it. What do you think we should do?”
Remember, you’re here for the greater good of the business.
Written by Dan Wallace on May 30, 2019
This article found on the EOS Worldwide website here.