Letting an employee go, no matter what the reason, is never an enjoyable task. The truth is - and leaders should never say this to someone who is losing his or her job - that it's tough on the boss. This is one of the heaviest burdens a leader has to shoulder.
If they're flabbergasted, you haven't given them enough feedback on their performance. Which means you likely aren't giving your team enough feedback. Which means your team is likely performing sub-optimally.
Joe did not give money from the register. Joe did not give away merchandise. He gave away a corn muffin that is given to almost every person that walks into Cracker Barrel. Not only that, but he gave it to a man that was hungry.
Most of us were raised to be ordinary, but we all want to live an extraordinary life. We put restrictions on ourselves. Our instinct and the way we have been conditioned is to wait to be picked. We were raised to wait for someone else to tell us that we are good enough.
One of the hardest parts about being a manager or decision maker is having to let an employee go. While benefits like severance packages can sometimes ease a firing, what happens when you can't afford them?
Being the bearer of bad news falls in the category of 'things I'd rather not do' -- along with cleaning bathrooms, fighting off a bear, or installing new software. In all these cases, it's best to be smart about it. And quick. Especially in the case of the bathroom. And the bear.
If you don't have people in your life that you regularly feel encouraged, empowered and inspired by, then it's time to "hire up." Seek out friends that will engage, challenge and inspire you on a regular basis.
Not firing someone, or even waiting too long, has drastic consequences and in some cases can jeopardize the livelihoods of other employees. In light of this, here are five pieces of practical advice for finally firing those employees who should go.