Reading an article by Chris Musselwhite writing for Inc.com, concerning How to Fire an Employee, he gives some great examples of how it really should be the last thing a manager should be thinking of when an an employee is struggling with their job.
The thing I thought of when reading it was how easy it is for managers to go through the mechanics or process of firing, without really thinking of the employee and what you can do to try to turn the situation around - for them and the company.
The reason many of us think of firing as a process is that it is easier because we don't have to think of turning it around and going the extra mile to make it work for the employee. We think of covering legal requirements and satisfying company policy. This is a mistake.
When business leaders really make an effort to make it work for a troubled or underperforming employee, the whole work force takes note of it. They may never say anything, but they will respect those that treat their workers this way. They put themselves in the place of the one that is being talked to, and see how it will be for them if they go through a similar circumstance.
Another way to say it, is instead of thinking of how to fire an employee, we can start thinking of how we can help them improve to become a strong asset to the company. This is why I always talk about hiring for attitude in the first place. Hire for that and the great majority of employees can be not only retained, but make the company even better.
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