Wednesday, May 22, 2019

How to Determine When It's Time To Fire Someone

Welcome to another episode of Coffee Talk - Business Management Q&A for the Busy Entrepreneur, Owner & their Senior Leaders.


Today's Question: 
How Can I Gain Clarity & Confidence When I Think It's Time to Fire Someone?
Duration: app 10 mins.




| TRANSCRIPT |

Welcome to another edition of Coffee Talk. I'm so glad you came back today because today, we are talking about one of the most popular questions I get asked as a management coach. And that is how do I know when it's time to really fire someone? And to be able to do it with clarity and confidence so I can sleep at night. So, I'm going to provide some solutions that I've used in my LinkedIn learning courses and that I've worked with managers to implement that have done so successfully and with peace of mind. So let's get started.

Here is three critical discoveries I've gained from working with thousands of managers across North America for the past 20 years. And they are that well-meaning entrepreneurs and owners are hanging on to certain employees way too long. Next, companies without effective manager don't have a coordinated philosophy or process and so HR and managers really don't know how or when to fire and to do it a comfortable way where they feel good about it, which I know sounds really odd. And that leads to fog which can really corrupt how someone can work through a process to legitimately let someone go.

So, I know you're going to ask you. What's fog? And here is what it is. It is fear, obligation and guilt. Makes it very difficult to work with someone. And in fact, a lot of people, a lot of managers feel overly responsible for someone and we consider that misplaced guilt.

Okay. I'm going to ask this question and no, we won't talk about it specifically but I want you to consider, do you have a firing philosophy? Do you have something that you can hold on to when it's time to do that? I believe firing someone is an essential management skill and yes, I did say skill. 

So, here's a peek into my firing philosophy. 
Employees fire themselves. They are adults, they have choices. And sometimes, you'll find that people are good interviewers and that the real person actually shows up later. You don't want to accommodate that bad behavior. If they proven to be inauthentic, they disqualify themselves.
And, there are just people who are not socially healthy and have absolutely no intention of changing. And so you don't want to hold on to them. And one of the reasons why I'm sharing these things is, my area of expertise is human behavior. So I'm going to share some things that are human behavior insights so you can be confident and making a quicker decision about what you need to do. So you want to coach up or coach out.

And it's either time to improve or time to go and you got to be that cut and dry, along with the tips that I'm going to share with you. So, I'm going to give you, I know this sounds shocking, a very simple checklist. And how you can be confident and at peace that you're doing the right thing in the right way right now. And, I do have an overwriting firing philosophy and it is acting in everyone's highest good. It is not to someone's highest good to keep someone in a situation that they're underperforming, that they're causing disruption in the team. It is not their highest good to do that nor is it yours or everyone else involved.

So, here is the checklist. You can take notes and/or download this video and email me for the slide notes. All right. Checklist number one, are you clear on the issues meaning is it something about you or something about them, are you clear what exactly it is that they're not doing? Or are doing, for a matter of fact. Are they clear on the issues? Have you had ample discussions regarding the issue. You've given every reasonable chance for them to change? Have you determined, it's clear the employee is not going to change? Or respond to repeated requests to change. This is absolutely the critical piece. Have you documented all steps, related to the process, the conversations and any attempts that you've made to help?

Now, related to ample discussions, answer these questions or answer this one question. Are they aware and have they demonstrated clear sustained attempts to respond to your request to change? Here is the key behavior tip. Always believe the behavior over the words. Behavior doesn't lie. So the answer to those questions should give you clarity and confidence about whatever next actions that you need to take. Here is the key. If they don't care, it is time to go. You can't make someone care. It's a waste of time, energy and money.

Bottom line: All right. So if they are unwilling to be helped, that means coached to improvement, then it is time to coach out. Don't draw out the time, don't excuse the time, don't rationalize the time, which a lot of managers do because they're not clear and they're in the fog, you know where I'm going with this. It's time to go. Now, there comes a point in time, and this is a very interesting element related to behavior, where there is a point of power that needs to be shifted, determined, affirmed or reinforced.

Once you have a discussion with someone and you request that they change, and they don't respond, and you may even keep hope that they will want to change, let me tell you, hope is not a strategy. Either they're willing or unwilling. Either they're able or not able. And, they are able to respond appropriately which we call response-able, taking responsibility. And this conversation sheds a light on a very painful reality. Either you're running the show or they are.

And some of you might be thinking, "Well, this sounds like parenting 101." In a way, yeah, it does. And that's an important human behavior insight. Somebody is leading somebody, either they are leading you or you are leading them. And, consider this, in healthy relationships, there is a continuous mutual exchange of lead and follow. 

When it comes to this situation, there has to be a definitive statement or action which sets a boundary of who's in charge and what's expected.Here is a critical point. Your conversations draw that line and you're asking them to move forward over the line with your help, if desired. If they don't and you don't do anything, what is the message that you're communicating? What are they thinking? That, "Hey, it's okay to do what I want. Your power doesn't affect me. And I have more power than you. You won't do anything. So I can do what I want." Sounds like a child, right? Mm-hmm (affirmative). And here is the critical point. That in fact, that's the whole reason why this is happening in the first place.

They think that you have no power to affect them. And I have more power than you so I'm not going to do anything. And that's very childish. This reflects their level of maturity. Levels of maturity are very difficult to coach. Whether it's social or emotional maturity, it takes a tremendous amount of time and attention to deal with immature employees.

So, with all of this in mind, here are your recommended action items. You need to exercise leadership, that's pretty much the bottom line. You've got to set boundaries, ask them to honor those boundaries and if they demonstrate that they're unwilling or unable to do so, you have got to let them go. Don't excuse it. I'm giving you the human behavior insights so that you don't have to worry about it. So, go through this checklist and get clear. Schedule a time to actually do the action. If after a week or two of viewing this video and you have not taken action, admit you need help. So you may have to schedule a call or get help from us to sort out the situation. And actually, from a broader perspective, this may be a symptom of possible holds in your management practices and the good news is, we can help you with that too.

You see in front of you the executive advantage blueprint and this is a framework that we use to help leaders and managers set up profitable and effective management practices format within 90 days so that they can stay focused and maintain their focus and freedom to grow their business or do the parts of the business that they most enjoy. So here is the key, in order to maintain your freedom and keep focusing on other things, you've got to be on top of how your folks are performing and if they're not performing at expected or needed, you've got to remedy that as quickly as possible.

And if you're not, then you have to ask yourself, why am I not acting? And get help to address that specific thing. So, feel free to connect with me by email to ask any additional questions or feel free to schedule a 30 minute call with us. We call them coffee talks. And we also have on demand advisory service. In any respect, that's your checklist, work it through, take action and remember, this is an issue of leadership confidence. Get a firing philosophy together and be very clear on what you will and won't tolerate. Remember, we train people how to treat us. The question is, what messages are you giving? 

// JCS Business Advisors is a strategic business management consultancy. Through our expertise in human behavior, we develop high-performance leadership teams and organizations as we partner with forward-thinking senior leaders, entrepreneurs and their HR counterparts, bridging the knowledge & execution gap of connecting people, performance, and profits.
 // Email: joann@jcsbusinessadvisors.com // Ph: 888.388.0565 // Schedule a complimentary advisory call and receive a copy of our latest executive briefing. Learn about our "all-in-one" blueprint that develops competent leaders and managers, effectively manages operations, people & talent.

Friday, May 17, 2019

A Unique Idea for Employee Productivity

Is attracting and retaining talent important to you? Then read on...

Though I've had my own business for over 20 years, I've had the great privilege and opportunity to work at some fabulous companies. 

What causes me to say that and what makes them most memorable is the type of leadership and management expressed by the extra things they did for which you felt compelled to say, "Man, I'm glad I worked there!" One of those companies was #1on the INC 500 list.

I remember walking in one day and our usually friendly receptionist greeted me with an extra wide grin. Expressing sheer joy, she pointed to the clip board on the entryway counter. "Sign up!" she exclaimed. "Sign up for what?" I asked with curiosity. "Sign up for your free massage!" "What?"...I expressed with a tinge of disbelief. "Yes, Matt hired a massage therapist to come in to give everyone a back and shoulder rub as a thank you for our hard work of late." 

I stood there with a shade of shock. I hadn't worked there long enough to learn about the kind of manager Matt was ...one I'd come to respect and admire.

To this day, I talk about that company, their leadership, now they treated their employees and the exceptional professional experience I had. Honestly, I didn't want to leave when I did, but I had a smoldering desire to start my own thing and in support of that, they become one of my first clients.

What are you doing right now that is exceptional, memorable? Are you treating your employees in way that if they had to leave, they would regret or be sad doing so. 

In my experience this truth is invaluable - "it's in the little things".  

Here's one. Make sure the element of wellness is threaded into your company culture. It's a way of expressing you care about your employees...as human beings. After all, they are your human resource.

And, there's a company that can help you do just that! They've launched an app to provide self-care services for your employees. What an idea!

A company called REME is providing the opportunity for your company to offer services on-demand! Here are their thoughts on the matter: 
"An alarming 66 percent of employees
are losing productivity due to stress, with 25 percent of those employees experiencing
burnout at work. REME is bringing their on-demand wellness services to organizations in
order to address factors affecting stress and productivity so companies can take care of their employees....in our modern, “always on” world, people experience a disconnect between work and personal life, as they feel the need to always be connected to work. Self-care or wellness usually takes a backseat. 

How about you, as a company leader, bring it back to the fore-front as corporate value.

In experience and with the clients I work with, caring leaders are mindful of this streaming demand and demonstrate a sensitivity to it. With that in mind, REME offers a tailored corporate wellness service including such things as massage, IV drip, and stretch services.

Successful REME corporate wellness events and programs have already been initiated at companies including WeWork, Dentsu Aegis Network, Pepsi and many more. REME’s services are currently available across California in Los Angeles, San Diego, and San Francisco, with plans to expand to more regions by the end of the year.  

Remember, the talent pool is tight! A small investment now could very well prove to be financially smart for the future.

I encourage you to learn more as you assess your corporate values, hiring and retention strategies. Follow REME on social media on FacebookTwitterInstagram, Linkedin | https://remeapp.com/.

// JCS Business Advisors is a strategic business management consultancy. Through our expertise in human behavior, we teach founders/owners of fast-growing companies and their senior leaders how to build highly effective teams in less than 90 days without spending an arm and a leg, so they can stay free to focus on what they enjoy doing most.

// Email: joann@jcsbusinessadvisors.com // Ph: 888.388.0565 // Schedule a complimentary advisory call | https://jcsbusinessadvisors.com/contact-us

// Learn about our all in one proven blueprint - The Smart Management Blueprint - our 90-day initiative using 9 building blocks to substantially boost and sustain needed results with managers & teams. https://jcsbusinessadvisors.com/how-we-help-1