No one likes to fire an employee. It’s uncomfortable – even distressing – depending on the circumstances. But it’s one of the realities of managing; in fact, the rest of your staff will take note of how you handle it.
Here are a few examples of what not to do based on real situations that happened to three different clients.
What is your preferred style when delivering feedback? Some people embrace opportunities to offer positive accolades for a job well done. Others are quick to criticize what didn’t work well and focus on what needs to be done differently the next time.
Both types of feedback are necessary. You need to acknowledge the good as well as offer suggestions for improvement.
Have you ever clung to an old narrative about an employee even if the circumstances have changed? For example, let’s say you reigned in a “renegade” employee six months ago and the person subsequently adapted to more moderate behavior.
In this case, the former scenario no longer exists. But you’ve recently discovered that the employee is actually underperforming because he’s following your previous directives to the letter and is timid about taking advantage of new opportunities.
Traditionally, the week after Labor Day in the U.S. signifies the return to school. This is an exciting time for students. It’s time to buy new books and fresh school supplies, get excited about seeing old friends, and return to the business of learning.
It’s a little different in the workplace. Labor Day is the unofficial end of summer, and after the holiday people tend to return to work with a little more focus. Goodbye to the more relaxed office environment, casual dress, and early Friday departures.