7 ms·
On (A) first, not everyone works in California (I don't). Second: "inertia". People get attached to people. People are afraid to rip the band-aid. People think
by cek 16y ago
On (A) first, not everyone works in California (I don't). Second: "inertia". People get attached to people. People are afraid to rip the band-aid. People think "Oh, this is a critical time so we CAN'T fire him/her now! We'll do it later."
"You just fire them" is the right ATTITUDE, but in practice it's rarely so simple.
Related to all this is another lesson I've learned: In almost all cases when it comes to removing people from jobs, or re-organizing teams, it should be done quickly and decisively. Rip the band-aid! As a leader, you are far better off dealing with a mess that exists ON YOUR TERMs than one that exists on other's terms.
This, of course, assumes you have a set of core principles you both believe in and live by. But that's a whole 'nother diatribe.
- ojbyrne 16y agoI've never fired anyone (though I did give a student an F), but I think I could manage it. You just have to establish a process. * Do evaluations * If someone isn't performing, start a process to make them improve. Usually called a PIP. Manage them more closely, set standards but help them improve. * Give feedback often, rather than all at once on a podcast several years after the problem has manifested itself.