Nobody Likes To Fire People

If you have ever had to do it, you know how difficult it is even when they clearly deserve it.

Even when you’ve given them plenty of warnings, improvement plans, and chances it is still unpleasant and not something that most people look forward to.

So… we tend to put it off. But things don’t get better… they usually get worse.

Research even shows that your poor performers are the least likely to quit!

So, what’s the solution so that you don’t have to deal with this problem? (Or, deal with it less.)

Based on my experience starting several companies and consulting with dozens more, It think the best way to avoid firing people is to hire the right people in the first place!

Now this may seem obvious. I mean, who doesn’t hire the best people that they can find?

But that’s the problem. Hiring the best person is not the same as hiring the right person.

Here’s what I mean:

The Difference Between Best and Right

If you hire the best person you source your candidates, select the best ones to interview, and then select the best one from the interview process. Yes, you’ve hired the “best” you can find, but this approach yields inconsistent results.

If you hire the right person you follow the same process but you may not hire anyone even if they are “best” if they are not “right.” “

You know if an employee is “right” by carefully defining exactly what it will take to thrive in the job. This includes not only the non-negotiable skill set requirements, but it also includes the unconscious characteristics such as thinking style, behaviors, interests, and motivations that can only be uncovered using validated assessments.

Here’s six critical factors that impact success in a job.

Hiring the right person may take longer but it gives you employees that rarely have to be terminated, are highly productive, and don’t suck up management time with conflict and problems. In fact in many cases they are self-managing and become your “go to” people.