What's one of the hardest tasks in business? It's not starting a business. It's not raising money. It's not even making a profit. According to the Wall Street Journal, it's firing an employee.
People who don't fit into an organization hurt both themselves and the organization. If you put on a shoe that didn't fit, would you still wear it? Obviously, the answer is no, but when people don't fit into an organization, it's often easier to pretend the problem doesn't exist.
However, pretending won't make the problem go away. You either deal with the problem now or you wait for the problem to get worse later. Which do you think is the smarter solution?
The best way to avoid firing someone is to hire the right person in the first place. From the beginning, work and coach each new employee so you and that person know how he can reach his goals, dreams, hopes and vision by working at your company.
When people understand how they can benefit by helping the company benefit, everyone wins. Unfortunately, sometimes we do hire the wrong person and sometimes the right person changes goals so he no longer fits in the company.
Firing may seem like an extreme action — and it can be. If an employee is chronically late, does sloppy work, is dishonest, refuses to be a team player or demonstrates general contempt or disregard for the job or company, it's time to cut ties.
Sometimes, however, the person just doesn't work out. And despite efforts to remedy the situation, firing becomes the best option. But it should always create a better situation for both parties.
First, look to see if there is a position that would be a better fit within the current organization. If not, then help that person find a position elsewhere. The goal is to satisfy and improve both your company and the fired employee. When you can make the fired employee see greater opportunities, you'll realize that firing doesn't have to be painful for anyone.
