CT Staffing and Recruiting News

The latest advice and best practices in hiring and careers.

Aim Before You Fire

Getting ready to terminate an employee? Make sure you aim before you fire.

Whether a team member is under-performing, is engaging in dishonest behavior, or is on his way out for another reason, give each potential termination due consideration before taking any action. Beyond protecting your organization, diligence when firing also helps you make the right decision and ultimately learn from the experience:

  • Is firing really the best option?
  • Is there a systemic problem with your organization’s culture or hiring process?
  • Did you fail the employee in some way?

In a nutshell, try to determine how the employee wound up on the chopping block and what you can do to prevent it from happening again. Before you “pull the trigger” on another employee, consider these questions from A.R. Mazzotta:

  1. Have you provided clear expectations? As a responsible employer, make sure the immediate supervisor has: set clear performance goals; communicated those in writing; stated how they will be measured; and explained consequences for non-performance. In performance-based firing situations, your employee should have also received clear and specific feedback on what he has been doing wrong, and what he should have improved upon. Every employee needs feedback to improve his performance. It’s your job to provide it.
  2. Did the employee have the training, support and resources he needed to do his job? Your employee may have known what was expected of him, but did he get what he needed from you to perform his job well? Consider whether your employee may have needed additional tools and training to perform his job correctly, or if firing him is really the best option.
  3. Was culture or motivation the real issue? If an employee has disengaged from your company, why did it happen? More importantly, is there something you can still do to remedy the situation (e.g., motivate him in a different way to improve his performance) – and avoid firing him?
  4. Could this person succeed in another position? Do you have a talented individual who is just in the wrong job? Before you terminate someone, ask yourself if you’ve placed that individual in the role that best suits his natural strengths and personality style.
  5. Was there a mismatch between the employee and the job from day one? Often, an issue with the hiring process leads to poor candidate selection (and ultimately to hiring the wrong person for the job). Critically examine your recruiting, interviewing and selection processes to identify and eliminate potential problems. Or, just give A.R. Mazzotta a call! As a leading CT recruiting agency, we have the experience, resources and proven processes to guarantee the right match, every time. Contact us today to learn more about our direct hire services.