There are so many guidelines as to how we can terminate the employment of an underperformer “the right way”. Meaning, we protect ourselves and the company.
Often these guides tell us to clearly communicate the expectations with the individual, write everything down and record it, initiate a performance improvement plan and so on…
What if we skip all of those steps and we start by analysing the root cause?
Let’s say we help the individual identify their development needs and help them put together an action plan that they own, they’re accountable for, we just provide them with the tools to achieve each goal? Whether that be peer to peer coaching, additional training, daily touch points, further observations etc.
By no means am I encouraging you to retain employees who are unable to perform even after you’ve done everything within your power to coach and train them.
However, if you believe you’re a great leader, there should be no doubt in your mind that you’re able to manage up instead of managing out. This will always be a stronger demonstration of your leadership capabilities than termination of employment will be.
Written by Sahar Habib
Founder of Coach Wilson