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? Because allowing under performers to stay is bad for people and the business.
Why Allowing Under Performers to Stay is Bad
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 be let go when they are under performers and have poor attitudes. Not only are toxic employees cheating the organization’s potential by their poor performance results, but they are also undermining the engagement and performance of others.
The Bottom Line
Set clear and reasonable expectations for both performance and behavior. Then have the necessary conversations and let the right people go in a kind and compassionate way after they have been unable to improve. It will be better for both the employee and the organization.
To learn more about managing poor performance and retaining top talent, download The Only 16-Step Employee Retention Strategy You Need
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
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On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.
In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.
VP of Human Resources
We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.
Vice President Human Resources
LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.
Learning & Development
LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.
Director of Human Resources
Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.
Director of Human Resources
We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
Human Resources Manager
We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.
Michelle A. Mitchell
Vice President, Worldwide Human Resources
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.
Vice President, HR and IT
Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.
Vice President of Human Resources
I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.
Director, HR Business Partner
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Director of HR
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