Signs it's time to terminate an employee
ฝัง
- เผยแพร่เมื่อ 16 ก.ค. 2024
- Terminating an employee is never enjoyable. We're all familiar with the obvious reasons such as:
- Harassment
- Discrimination
- Violation of HR policy
- Lying
But there are other reasons that are not so obvious sometimes.
In this video I’ll be discussing 5 signs it's time to let someone go in order to keep your team healthy.
__________
🙋🏾♀️ Learn more about the New Manager Accelerator here → bit.ly/3wjy9nx
📒 Download my FREE Manager Success Workbook here → bit.ly/44iEsV0
___________
👩🏾💻 If you are a L&D specialist or small business owner/CEO and you want to discuss training options for your managers, please feel free to book a call with me to learn more about my customized training options and workshops 👉🏾 bit.ly/3UlbgIi
___________
👋🏾 Hey Hey! Looking to connect further?
✨ Website: www.makedaandrews.com/
✨ Instagram: / makeda.andrews
✨ Linkedin: / makedaandrews
__________
Without proper maintenance of a healthy team enviro the team will start losing the best performers that this toxic enviro affects.
I definitely needed this! I hate repeating myself!!
It is tiring isn't it??? I don't mind repeating myself for the right reasons because I recognize that as humans we need to hear things on average about 7 times before it clicks. But within the context of clear expectations and lack of improvement I also find it irritating.
Hi Makeda, I recently left a job because of a bad leader. There was an underperforming teammate, and my former boss was aware of the issues but made it clear to us that she is not firing him. Even she complains about him. It’s so perplexing.
Sometimes supervisors/management can be poor communicators which will cause employees to automatically fail in their job. I think there are times supervisors need to get fired in order for the employees/subordinates to improve performance because sometimes it’s the supervisor who is the issue, not the employee.
You’re absolutely right about this. Sometimes it is unfortunately the manager that did not articulate their expectations clearly in the first place which sets a person up for failure. You should check out part two of this series to see where I tackle this exact point. Here is the link for you: th-cam.com/video/TQuMtAueHeY/w-d-xo.html
1:50
Bad behavior
3:20 taking time from top performers for under performers
4:37 inconsistent improvement
7:13 negative impact of the team environment
9:26 unfulfilled behavior expectations
This is exactly what I needed right now and really fantastic advice! 🙌
I appreciate you Mak! Great information.
Spot on as always. I’m not a manager yet, but thank you for spelling out these signs to watch for around me.
I couldn’t agree with you more!!! Love your perspective ! 👏🏼👏🏼
Amazing! Totally needed this today. Thank you so much!
You are so welcome! Glad it was what you needed :)
Exactly the information I needed. Thank you.
You are so welcome!
This was so awesome! Love the Way you explain stuff
Thanks so much! Thanks for watching :)
Great video - thanks for making this
Glad it was helpful!
Thank you Mak 💪, I was currently in a similar position, and was wondering if I was taking the right decision, and sadly I was right, however this is also part of the role.
You're so welcome! Glad that this video was able to help you assess.
Great video but what to do when we’re short of staff ?!
Great question. I've been in this position multiple times where the constraint is the lack of talent to do the work. What I can tell you from my own experience and now watching the experiences of those that I coach - the negative impact far outweighs the added workload that is brought on by not having the person there. At the end of the day though, as the manager you have to decide if the risk + downside associated with continuing to have someone that doesn't belong is worth it.
But this is very subjective. Sometimes the offense is rather trivial and sometimes management distorts what happens. Sometimes they play favorites.
Agree!
I like how you make strong recommendations but leave room for listeners to add in their own factors to the decision
Thank you so much! Always want people to utilize their own critical thinking to their situation ;)
Gold 🌟
Love the videos! How about an employee that is a downer. They are disengaging, in their heads a lot, seem super depressed all the time, appearance is lacking. Maybe due to personal life stuff but they aren’t doing anything to change it? They say they love their job but don’t look like it and just doing the bare minimum…
I agree 100%
Insightful !
Makeda i have a 4 yrs career gap so how should i mention it in resume & more importantly how to explain it to recruiters in upcoming interview when i haven't done much voluntary work etc due to family reasons, duties but have watched many useful lectures on TH-cam so can i mention that or will that be too smaller reason for them to judge me ? What could be some best answers..
Thank u for video! I have problem, how to tell a performer, that she doesnt suit for company, im afraid to harm her feelings, emotions. Afraid, that she will accuse me and will gossip with another performer (whta they like to do everyday). But Im really tired to correct her mistakes😢
What if they have good behavioral patterns and fit in with the team, but struggle in new leadership role?
Im having an issue with an employe i hired 2 months ago she has learned some of the work but i have to keep reminding her to do certain things and is constantly out of work due to many reason including car crush
Is it fine to let her go
I gave her a write up and a second one coming since she didn't show up for work a day but called in same day bc she had a car crash
Ia this valid
Can i let her go ?
Im tired of having to repeat what she has to do and constantly checking her work
Without having the full context, I wouldn't want to give you a blanket answer. But check out my video here: th-cam.com/video/TQuMtAueHeY/w-d-xo.html
It might be helpful to you in making the right decision.
If your looking up, "do i need to fire this employee?" then they probably need to fired.
Honestly, this is pretty valid too.