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I May Have to Fire an Employee. Any Suggestions?

Bigg Challenge
Rick has been a manager now for about six months. He has an employee who is under-performing. Rick thinks he may need to fire this employee, but he’s never done that before. He says he would welcome any suggestions we can provide.

Bigg Advice
Do you remember the Cheers episode where Norm Peterson became the executive’s executioner – his job was to fire people. So he took them out for drinks and, by the time it was done, the employee who was being fired felt sorry for Norm. Because as Norm once said,

“It’s a dog eat dog world and I’m wearing Milk Bone underwear.”

So there’s one option, but not one that we necessarily recommend for the real world!

Company procedures
Look to your company’s policy manual for guidance on how to proceed.  Also, discuss this with your boss so you fully understand company protocol and precedents.

No surprises

Except for the most egregious situations, you’ve done something wrong if it’s a surprise. To make sure they’re not surprised, you should follow a process. For example, issue a series of warnings with repercussions for not correcting the performance deficiencies

Round and round we go

Sit down with your employee and explain the problem. Discuss what needs to be done to correct it, tell him or her when you’ll review performance again, and outline the consequences if it’s not corrected (e.g. a 3-day suspension without pay).

At the scheduled time, repeat this process. This time the ramifications have to be greater. (e.g. termination of employment). So if you reach this review and the situation hasn’t improved significantly, the result should be obvious to your employee.

You’re giving them a chance to improve their performance and also covering your liability because you’ll document this entire process and have them sign off each step of the way.

An example

George said that in his early days in business, he was managing his field staff. They worked without direct supervision because they performed work at the customer’s home or office. George had hired a young man who just couldn’t work without ongoing oversight.

George went through the rounds outlined above with little improvement. Finally, he let the employee go. He recommended that this young man get a job in a place where someone could watch over him.

He encouraged the young man come back and reapply for employment once he got used to working in a supervised environment. That never happened because the young man found that he liked working with supervision better.

Firing someone doesn’t have to be negative. Offer any help you can provide. Make suggestions. And realize that sometimes it’s just not a good fit – it doesn’t mean they’re a bad person, or that they couldn’t be helpful to any employer. It just means it’s not working out for both of you here.

Thanks, Rick, for sharing your bigg challenge. We’re sure you’ll handle it just fine.

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(Image by w00kie, CC 2.0)

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Am I Cut Out to Own My Own Business?

Bigg Challenge
Kendra started a business six months ago. It’s exciting, but also extremely successful. At times, she really misses the regular salary her old job provided. Lately, she’s even been looking at job openings and she’s seen some great opportunities. Sometimes, she really regrets that she gave up her corporate job. Her question for us: “Is she just not cut out for owning her own business?”

Bigg Advice
Ultimately, Kendra, only you can decide if you’re cut out for it. However, we’ll offer some guidance on getting through this.

Stop tormenting yourself with the job openings.
If you reach the point, where you’re truly giving up on your business, THEN and only then should you start looking for a job. Some people might say that it’s a good thing for you to keep her options open.

They’re wrong!

Once you make a decision like this, you can’t constantly look at what might have happened if you did something else or what could happen if you completely change direction.

You have to commit to what you started out to do. If you don’t, you WILL fail. 

Develop your own internal process to stop the second-guessing.
This is closely related to the point above, but it is such an essential skill for entrepreneurs that we thought it needed to be separated.

As a business owner, there will be days when you’re on the top of the mountain and there will be days when you’re stuck in the valley. And there are few days in between!

When you’re stuck in the valley, your internal voice is one of the things that will help you get back to the top of the mountain. However, understand that as a business owner, you’ll be back in the valley again before long. It’s just part of the process. 

That’s why it’s so important to develop an inner voice that encourages you, rather than creating more doubt.

Develop a support network.
Friends are great, but you need to regularly converse with fellow business owners. Anyone and everyone who owns their own business will completely understand what you’re going through. They’ll give you that boost when you need it. And that includes us!

Thanks, Kendra. We wish you bigg success!

Keep yourself fired up by tuning into The Bigg Success Show!
Get a lesson and a laugh in five minutes or so!

Our bigg quote today is a good one, but isn’t attributed to anyone.

“Any belief worth having must survive doubt.”

If you stick to your beliefs, there’s little doubt that you’ll win.

Next time, we ask, “Who’s in control – you or your Blackberry?” Until then, here’s to your bigg success!

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(Image by adamci)