7 Signs It’s Time to Fire That Underperformer

If you want to be a great manager and if you want to build a talented team around you, you must fire people from time to time.

It’s critical to identify signs of a bad employee early on. Once you see that someone is underperforming, you should have an honest conversation with that person that establishes clear expectations moving forward, outlines resources to improve their performance and sets a timetable for reassessment and feedback.

If your underperforming employees aren’t let go or moved into more suitable positions, you’re hurting your company, your career and the employee in question. Below are signs it’s time to finally let an employee go.

They don’t have the desire to do the job

If your employee couldn’t care less about their performance and no amount of convincing would cause them to do so, you should let the employee go before they waste more company resources, including your time and the time of other employees.

They can’t do the job

If the employee wants to do a good job, but lacks the right skills, some training and mentoring may help. However, if they lack skills that require years of education and experience, you may want to see if there’s a different position in the company for them. If not, they should be let go.

They can’t adjust to the changing nature of the position

All jobs change, some faster than others. Some workers can adjust to new tools and new ways of doing things. Those that can’t to the point that they’re ineffective should be let go or reassigned.

They cause more problems than are solve

It’s one thing to have an employee leave behind a few mistakes at the end of their shift. It’s another thing for them to leave chaos, a pile of unfinished work and arguments in their path. Those who are more of a burden than a benefit to your company should be let go if they can’t turn things around.

They don’t fit into the company culture

Company culture is loosely defined as a business’ shared styles of working, communicating and problem solving. If an employee’s way of communicating and working clashes significantly with everyone else, letting that person’ go is probably the best course of action.

Their departure wouldn’t have a big negative impact

If you’re considering someone’s future with the company after a track record of underperforming, you should simply ask yourself – would it be a big deal if they stopped coming in tomorrow.

They don’t improve after coaching and direction

This is the root of the issue when determining if an employee should be terminated. If the employee shows marked improvement after underperforming, you should probably keep them around.

At LTI, we regularly assist clients who are ready to move on from an underperforming employee. If you’re currently looking to address a current staffing issue, please contact us today.