It is vitally important that employees are in roles that suit their strengths. An employee who is in the right job for them feels they are making a meaningful contribution to the world around them. They are highly engaged, motivated and productive members of a company. However, all too often, we have employees in roles that simply do not belong. They come into work everyday, often punctual, even diligent, but they lack creativity and motivation. At best, they will barely fulfil their job requirements, and at worst, completely miss the boat. So what can be done with an ineffective employee?
You may have heard of this new kid on the block who gives out dating advice to women: kind of a reverse pick up artist. He has recently appeared on the channel seven show “the Single Wives” to give advice to newly single women. One of his most common lines of advice to women is to let go of men who are unwilling to invest in what they need, as this is a common plight of many women, unfortunately. Like women, bosses often hold onto people who aren’t giving them what they need. And like men, bad employees need to be let go before you waste too much time with them.
A “Good” break-up
However, while employees are like men in so many ways, they are unlike them in a way that counts. You might get called a bitch if you send a text to break up with a boyfriend, but that will be the most severe of consequences. Legislation governs when, how and for what reason you can break up with an employee. And even when you satisfy these minimum requirements, they manner in which you perform a termination can affect your professional reputation. Follow these tips to ensure the break-ups with your employees go as smoothly as possible:
This cannot be understated. Don’t make it a personal attack, simply point out that the role doesn’t suit them. Stick to the facts and keep their hope up that the right role is out there for them!
Consider reshuffling rather than terminating
Before jumping to the result to terminate your ineffective employee, consider whether they might be useful in another role. Think about whether certain strengths that they possess could be utilised in other areas. This will promote loyalty, and you may end up with a very effective employee in a different role.
Give a good reference
If that approach fails to work, and you have to terminate an employee, maintain a good working relationship. Offer them a positive reference, and stick to your word. Instead of personally ensuring their mistakes haunt them, speak of their strengths in refereeing them, in the hope that they will reach their effective role in the future. Your commitment to providing a smooth exit strategy for your terminated employees will suit you much better for your Glassdoor reviews and will help the right employees for your company to respect the culture available in your workplace.