When Is It Really Time for Employees to Go?
This is a difficult and challenging question for many leaders who rightfully feel the weight of relationships, loyalty, friendships, and payroll. When is it really time for employees to go?
Employee Attrition is Rarely Easy
Employee attrition is rarely an easy process or a desired outcome. High employee retention is often seen as a key talent management indicator of a healthy culture, trusted leadership and a solid strategic growth plan. But not all employees should be retained.
Handling Consistent Under Performers
Let’s start with what most leaders consider the easiest situation from a performance perspective. If you want to create a high performance culture, employees who are consistently under performing (even after you have given them help to try to turn their performance around) should be let go within 90-days. Why?
Why Allowing Under Performers to Stay is Bad Business
Under performers drag down the rest of the team causing performance, morale and engagement to suffer. This happens in two ways.
Handling Barely Acceptable Employee Performance
But what if employees are performing at a barely acceptable level? It can be difficult to manage performance when someone’s work is average. Over time, mediocrity tends to negatively affect team performance. There are two questions you need to answer before it is really time for employees to go who are barley or averagely performing:
What About People Who Are Diligently Trying to Improve Performance?
If they are working hard to improve their performance, and they are not toxic to their team environment, then you should try to work with them in a way that aligns with your corporate values and talent management philosophy. The key is their attitude. If they are eager to perform at a higher level and will work hard to improve their skills, you likely have a winner. In our experience, skills can be taught – attitude cannot.
Handling Toxic Employees
Employee engagement training experts know that it is really time for employees to when they are under performers and have poor attitudes. Not only are they cheating the organization’s potential by their poor performance results, they are also undermining the engagement and performance of others.
Have the difficult conversation and let them go in a kind and compassionate way…it will be better for both the employee and the organization.
To learn more about if s it time for employees to go and retaining top talent, download The Only 16-Step Employee Retention Strategy You Need
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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