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Firing employees: Why is it dangerous to work with the man, it's time to fire
Bashny.Net
"Slow struggling with the troubles life continuously"
Hesiod
"What is your biggest mistake in business?"
If I were asked: “What is your biggest mistake in business?”, the answer many would be surprised. The most expensive mistake I make, repeatedly, is the untimely dismissal of employees (being slow cost me dearly!).
For a long time I thought it was my personal problem. However, working in projects for the implementation of regular management, I had faced a similar situation in many companies.
Most executives on objective, it would seem that the causes (the causes we will deal below) are people who have to be fired. The trouble is that these employees continue to attend their workplace and to bring the company's losses, and the head doesn't know which side to approach them.
"Temporary" as a method to hide the problem
Of course, I wanted to “freeze” the situation. Gave another chance to the employee and did ten times “the last Chinese warning”. What head did not expect that under the influence of long talks and persuasion, the slave will fix his attitude to work? I think you understand me, it passed through almost everyone.
But time is relentless. "Temporary" thaws with very unpleasant pain. The breakup will happen sooner or later, but if it happens too late, then, most likely, with substantial losses for your company/division and spoiled three sheets to the relationship is terminated.
Many managers prefer to “freeze” problems, preferring in future to solve the problems snowball.
Why is this happening? At some point stocks employee accumulates so much (no wonder we want to fire this person) that the head literally comes to a boiling point. If he endured “imperfections” and/or “counter-productive activities” to his subordinate, the one “falls the last drop”, — the head slips into a rage!
Going to cry, it will often be necessary from the subordinate to get out immediately. The consequences of this separation for supervisor and subordinate is quite predictable:
The main reason for going, as if it's bitter for me at the time did not sound, — low managerial qualification of the head. Because the employee all the time while you “suffered”, I thought that it benefits the company, and now you owe him “for life”. But instead, he gets a sudden dismissal, and with shouting and threats.
Tell me you didn'T give a subordinate a clear feedback documenting employee reactions and commitments? You ignored the change of employee behaviour for the worse? In the end, when you realize that its “not correct”, I put this sub to work in your company, instead just to fire him?
The head is pointless to look for scapegoats, when it is necessary to look in the mirror
But I'd still like to think that the guilty is “ungrateful” employees. We have them here cherished, “licking”, helping, forgiving, giving chances, etc., and they are rude to us, and even strive before you leave to do stuff more.
Yet you will blame the employees, the same situation will be repeated with all the newbies
Yet you will blame the employees, the same situation will be repeated with all beginners — a sort of “Groundhog day” (see the eponymous film) to a supervisor.
What to do? Or look for 10% of people who work well with any head. Just ask yourself the question:“why do you need them?”
Or... Take to improve their management skills. I recommend to start with works by Alexander Friedman and Vladimir Tarasov.
Yes, often there are situations when a Manager wishes, but for objective reasons, cannot fire his subordinate, although he has the authority, and/or have the authority to question of dismissal before the higher head (if you have such powers no, you're not a Manager).
What prevents the head promptly dismiss a subordinate
Why a Manager cannot fire an employee? What reasons do not give him to do?
1. The employee cannot be replaced
Important and serious reason for the head, and for the whole business: “the staff member simply cannot be replaced”! As we do fire him, if he is irreplaceable?
2. Fire sorry, he's loans and small children
Is a pity to dismiss. The employee has small children, loans, unemployed wife/husband, mortgage. Yes, fire is a pity, if the Manager puts in the forefront the fact that the work gives the employee the opportunity to provide for his family.
Sometimes “essential” employee have literally “uprooted” from his workplace
On this subject there are two good sayings:
1) “Do not better person and a better person”. Continuing to work with the person you encourage low-skilled and possibly destructive position in relation to you.
The result of this work will be a reduction in training, business and moral qualities of the employee. Congratulations, you have a “classic bear” service, and sometimes giving up on the future career of man!
If you are a heart, give to the employee severance money to cover his expenses during the search for a new job. Lost the desire?
2) “No good deed goes unpunished”. This you will witness when you still have to part with a man.
3. To dismiss it (stirring up trouble)
The situation when there is a risk that when you initiate the dismissal of the person stirring up trouble, to agitate and antagonize the leadership team, will complain in some instances, not uncommon.
In fact, the readiness to confront you as a leader unethical methods — nothing like classic blackmail. Let them know and the staff member and the staff, what with the Blackmailers you are not negotiations.
Think carefully about the options of damage, which can cause the employee and their actions to prevent it. After that, proceed to the dismissal.
4. Slave — our relative or we are friends with him
It is extremely difficult to fire a family member. As soon as the head will try to do, the situation will quickly impact on family relationships, not only by subordinates (question to wit: “How will it affect relations with the wife of the dismissal of the mother or father-in-law?”)
Working with relatives is fraught with a lot of “nice”, but expected problems.
5. Candidate for dismissal is the soul of the team
There are totally useless people, but they communicate well in a team, everyone gets to work happier, and jokes heard funny and interesting to listen to stories.
What to do? Where excessive laughter usually forget about serious work. The required share of humor and serious professionals. Hardly you in the division you need the position of “clown”, which is an example of a superficial attitude to work. Now proceed to the dismissal.
6. There is no desire (too lazy) and time to look for a new employee
As you know, in the labor market of good people is not enough. The current education system obviously cannot cope with the demand for quality specialists.
So for many leaders to look for a new employee is the whole story. You need: time, resources, money, nerves (!). The vacancy needs to be published, then to access resume base to find the time to communicate with those who in the end will not work, and more.
10 books that will inspire me to start my own business
9 rules of financial literacy
7. The new employee can ask for more money
I have personally encountered a similar situation. The employee worked for “customary law” (as was accepted) for a salary below market by 15-20 thousand rubles. am I Satisfied with the results of such cooperation? Absolutely not. Alas, we parted not friends. And here's why: myself knowing that I “underpaid”, I demanded from him less and doing favors.
Hardly the right one who believes that “a lot of gold does not happen.”
There is a famous saying: "I will not be able to pay so little, how bad will I be able to work."
What to do? To require any employee to give 100%. But if he is not ready, think about changing motivation (including money), or say goodbye to him.
I hope that reading this article, you finished the thought: “time to lay off employees is beneficial for all parties.”published
Author: Eugene Sevastyanov
P. S. And remember, just changing your mind — together we change the world! ©
Source: openstud.ru/blog/for-businessmen/dismiss-employees-threats/
Hesiod
"What is your biggest mistake in business?"
If I were asked: “What is your biggest mistake in business?”, the answer many would be surprised. The most expensive mistake I make, repeatedly, is the untimely dismissal of employees (being slow cost me dearly!).
For a long time I thought it was my personal problem. However, working in projects for the implementation of regular management, I had faced a similar situation in many companies.
Most executives on objective, it would seem that the causes (the causes we will deal below) are people who have to be fired. The trouble is that these employees continue to attend their workplace and to bring the company's losses, and the head doesn't know which side to approach them.
"Temporary" as a method to hide the problem
Of course, I wanted to “freeze” the situation. Gave another chance to the employee and did ten times “the last Chinese warning”. What head did not expect that under the influence of long talks and persuasion, the slave will fix his attitude to work? I think you understand me, it passed through almost everyone.
But time is relentless. "Temporary" thaws with very unpleasant pain. The breakup will happen sooner or later, but if it happens too late, then, most likely, with substantial losses for your company/division and spoiled three sheets to the relationship is terminated.
Many managers prefer to “freeze” problems, preferring in future to solve the problems snowball.
Why is this happening? At some point stocks employee accumulates so much (no wonder we want to fire this person) that the head literally comes to a boiling point. If he endured “imperfections” and/or “counter-productive activities” to his subordinate, the one “falls the last drop”, — the head slips into a rage!
Going to cry, it will often be necessary from the subordinate to get out immediately. The consequences of this separation for supervisor and subordinate is quite predictable:
- Leave the "enemy" (but is that further cooperation in the format of project or ad hoc work is beneficial to both!).
- Ruin each others reputation: fired telling everyone "what a head of unfair and unjust", and that in turn tells all, "which subordinate dishonest and ungrateful".
- It is possible that both sides engaged lawyers in state courts. Needless to say, that in this case all will earn more than lawyers.
The main reason for going, as if it's bitter for me at the time did not sound, — low managerial qualification of the head. Because the employee all the time while you “suffered”, I thought that it benefits the company, and now you owe him “for life”. But instead, he gets a sudden dismissal, and with shouting and threats.
Tell me you didn'T give a subordinate a clear feedback documenting employee reactions and commitments? You ignored the change of employee behaviour for the worse? In the end, when you realize that its “not correct”, I put this sub to work in your company, instead just to fire him?
The head is pointless to look for scapegoats, when it is necessary to look in the mirror
But I'd still like to think that the guilty is “ungrateful” employees. We have them here cherished, “licking”, helping, forgiving, giving chances, etc., and they are rude to us, and even strive before you leave to do stuff more.
Yet you will blame the employees, the same situation will be repeated with all the newbies
Yet you will blame the employees, the same situation will be repeated with all beginners — a sort of “Groundhog day” (see the eponymous film) to a supervisor.
What to do? Or look for 10% of people who work well with any head. Just ask yourself the question:“why do you need them?”
Or... Take to improve their management skills. I recommend to start with works by Alexander Friedman and Vladimir Tarasov.
Yes, often there are situations when a Manager wishes, but for objective reasons, cannot fire his subordinate, although he has the authority, and/or have the authority to question of dismissal before the higher head (if you have such powers no, you're not a Manager).
What prevents the head promptly dismiss a subordinate
Why a Manager cannot fire an employee? What reasons do not give him to do?
1. The employee cannot be replaced
Important and serious reason for the head, and for the whole business: “the staff member simply cannot be replaced”! As we do fire him, if he is irreplaceable?
2. Fire sorry, he's loans and small children
Is a pity to dismiss. The employee has small children, loans, unemployed wife/husband, mortgage. Yes, fire is a pity, if the Manager puts in the forefront the fact that the work gives the employee the opportunity to provide for his family.
Sometimes “essential” employee have literally “uprooted” from his workplace
On this subject there are two good sayings:
1) “Do not better person and a better person”. Continuing to work with the person you encourage low-skilled and possibly destructive position in relation to you.
The result of this work will be a reduction in training, business and moral qualities of the employee. Congratulations, you have a “classic bear” service, and sometimes giving up on the future career of man!
If you are a heart, give to the employee severance money to cover his expenses during the search for a new job. Lost the desire?
2) “No good deed goes unpunished”. This you will witness when you still have to part with a man.
3. To dismiss it (stirring up trouble)
The situation when there is a risk that when you initiate the dismissal of the person stirring up trouble, to agitate and antagonize the leadership team, will complain in some instances, not uncommon.
In fact, the readiness to confront you as a leader unethical methods — nothing like classic blackmail. Let them know and the staff member and the staff, what with the Blackmailers you are not negotiations.
Think carefully about the options of damage, which can cause the employee and their actions to prevent it. After that, proceed to the dismissal.
4. Slave — our relative or we are friends with him
It is extremely difficult to fire a family member. As soon as the head will try to do, the situation will quickly impact on family relationships, not only by subordinates (question to wit: “How will it affect relations with the wife of the dismissal of the mother or father-in-law?”)
Working with relatives is fraught with a lot of “nice”, but expected problems.
5. Candidate for dismissal is the soul of the team
There are totally useless people, but they communicate well in a team, everyone gets to work happier, and jokes heard funny and interesting to listen to stories.
What to do? Where excessive laughter usually forget about serious work. The required share of humor and serious professionals. Hardly you in the division you need the position of “clown”, which is an example of a superficial attitude to work. Now proceed to the dismissal.
6. There is no desire (too lazy) and time to look for a new employee
As you know, in the labor market of good people is not enough. The current education system obviously cannot cope with the demand for quality specialists.
So for many leaders to look for a new employee is the whole story. You need: time, resources, money, nerves (!). The vacancy needs to be published, then to access resume base to find the time to communicate with those who in the end will not work, and more.
10 books that will inspire me to start my own business
9 rules of financial literacy
7. The new employee can ask for more money
I have personally encountered a similar situation. The employee worked for “customary law” (as was accepted) for a salary below market by 15-20 thousand rubles. am I Satisfied with the results of such cooperation? Absolutely not. Alas, we parted not friends. And here's why: myself knowing that I “underpaid”, I demanded from him less and doing favors.
Hardly the right one who believes that “a lot of gold does not happen.”
There is a famous saying: "I will not be able to pay so little, how bad will I be able to work."
What to do? To require any employee to give 100%. But if he is not ready, think about changing motivation (including money), or say goodbye to him.
I hope that reading this article, you finished the thought: “time to lay off employees is beneficial for all parties.”published
Author: Eugene Sevastyanov
P. S. And remember, just changing your mind — together we change the world! ©
Source: openstud.ru/blog/for-businessmen/dismiss-employees-threats/
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