"Profit covers many sins.” That means that many of us may have become a little complacent and tend to procrastinate when it comes to problem employees. Maybe we didn’t quite run our business following absolute best practice. Maybe some of us overlooked less than the best performance expected from our employees. Maybe we were a little too compassionate regarding employee effectiveness and as a result we haven’t “weeded the garden” to allow our good employees to flourish. Instead, we just procrastinated on making these kinds of decisions.
If your company is one that got caught in that viscous web of easy success and thought that prosperity in the market wouldn’t end and you didn’t quite pay attention to basic best practice business acumen, you may have fallen prey to the “Procrastinating Concept of Profit Covers Many Sins”.
Now is the Time to Clean up Your Mess
In other words, it is time to stop procrastinating and focus. Focus on what is the minimum acceptable level of performance.
Take the Surgical “Pruning Approach”
No garden can flourish if it is full of weeds. Now is the time to stop procrastinating and get rid of the weeds first. Compassion is a wonderful thing and is often referred to as strength. However, too much compassion can be a life threatening weakness. Keeping “old Joe” around simply because he has been with you for fifteen years isn’t a good enough reason if “old Joe” hasn’t been cutting it for the past five years. Keeping Sally on the payroll because she is your wife’s cousin even though she just figured out how to use the copy machine after five years will do irreparable harm to your organization and lower the performance of other employees.
A surgical pruning strategy only begins with the precision pruning of the workforce. To strengthen the company means you must also invest in employee development and upgrades while you are surgically making precision cuts in the workforce eliminating underperforming unacceptable employees. You may terminate three low performing or non performing employees and replace two of them with higher quality, higher performing candidates.
No One said It Would be Easy – Be Fair and Consistent
Terminating any employee regardless of circumstance is not pleasant. You are messing with people’s lives; families are involved. You have a moral obligation to make sure that your actions are honest, ethical and above board. However, your decision must be based on some basic premises. The following tips can support your decision making process.
• Make sure employees have had fair and consistent performance reviews. Determine with factual examples which employees are your top performers and which employees are below average performers. Review and analyze contributions to success. This will support your surgical pruning strategy when it comes to weeding the garden.
• Don't cut back on skills training and management development. It’s easy to cut training but in reality it should be the last thing you look at. That doesn’t mean you can’t be a little more cost conscious about it. But don’t eliminate training in its entirety.
• Communicate - the worst thing you can do is keep employees in the dark. Over communicate. Be honest and open with employees. They are not stupid. Tell them the truth and update them often. If you don’t communicate regularly, employees will make stuff up in their own minds and what they envision is generally much worse than reality. Most employees know before you do who is doing the job and who isn’t. How often have you terminated someone and employees have said --- “It’s about time?”