BUSINESS

Questions You Should Ask Yourself Before You Fire an Employee

firing-employee

The decision to fire a employee is not easy. You sleep badly, looking for all sorts of ways to keep your job, worried that being fired could ruin a person’s life.

But you have responsibilities to the company, other subordinates and, in the end, your career. Therefore, sometimes you are forced to make difficult decisions.

Before you make a life-changing decision for another person, we suggest you ask yourself three questions.

Did You Give Your Subordinate A Chance?

Make sure that the person is aware of their shortcomings and understands how to solve the problem. Have you helped your subordinate with advice and provided him with the necessary means to solve the problem? Has your assistant ever taken a refresher course? If yes, was the desired result obtained?

If you think that a person has a real opportunity to correct the situation, you should give him time for this.

Of course, if a subordinate cannot perform assigned tasks without your constant supervision and guidance, it’s time to fire him.

Can Your Subordinate Succeed In Another Position?

It happens that a person occupies NOT his position and works in the wrong area.

If a subordinate is new to your company and does a poor job initially, do not rush to blame him.

Maybe he’s not in the right place.

Think about it. Perhaps this person will show great results in a different position and perform other functions.

If your company has such a position, give the person a chance to prove himself in it.

Does The Management of Subordinates Prevent You From Focusing on More Important Things?

The leadership of subordinates is undoubtedly an integral part of your duties. But if you spend too much time supervising your associates, it can negatively
affect the quality of your other responsibilities.

If the subordinate still does not cope with his duties, it is pointless to waste time on him.

So instead of wasting your time and energy trying to improve the quality of the job of the wrong person, hire someone to take their place who will do a good job.

And even the time spent on interviews and training a new employee will pay off if the work is carried out with high quality in the future.

It is important to remember that your company’s success directly depends on employees who know their business and perform their work quickly and efficiently.

And suppose an employee does not cope with the tasks set. In that case, he must either be transferred to another place where he will work with more significant benefit or replaced by another, more competent and experienced employee, as they say, from the labor market.

Also Read: How To Fire An “Irreplaceable” Employee?

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