Steve Haase helps executives create world-class teams by leading from their authentic selves. Learn more at www.hypergrowthcoach.ca.
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In any company, there will come a time when an employee needs to move on. This can be a difficult decision for everyone involved, and many leaders wait too long to let someone go because of how disruptive and painful it may seem. After all, there's work that needs to be done and this person is counting on their paycheck. But prolonging someone's time at your company just to avoid the pain of letting them go ends up causing more trouble down the line because you're sending a message to everyone that it's OK to underperform. That means you will suffer the double whammy of losing your star players and encouraging low standards. It won't matter what you say to try and turn things around, your actions are what people notice.
That's why it's so important to be attentive to the signs that it might be time for an employee to move on. Here are four biggies:
1. Their work is suffering. If you've noticed that someone's work has been slipping, it may be time for them to find something new. This could be due to a number of reasons, such as burnout or simply not being a good fit for the position. Either way, if their work is suffering, not taking action isn't fair to them or to your company.
2. They're not happy. If an employee seems unhappy for long periods of time, it could be a sign that they need a change. Perhaps they need a new challenge at work, or maybe something is going on in their life outside the office. Either way, lasting unhappiness means you need to lean in as a leader and find a way forward.
3. They're not a good fit. Sometimes, an employee just isn't a good fit for the position they're in. If you've noticed that they don't seem to be able to do their job well, or they're often chafing at your team culture, it may be time to let them go. The great Peter Drucker said, "Culture eats strategy for breakfast" so if someone is not on board with the culture you're trying to create, you're doing everyone a disservice by keeping them on board.
4. They're not meeting your expectations. If you've communicated specific expectations for your employees and you've trained them on how to reach their targets and they're still not meeting them, it's time for a change. Either their mind isn't in the game, their skills aren't where they need to be or they aren't managing their time effectively. Once you've assessed which one of these they're falling short in, you can then effectively coach them through it. But if they don't make progress and it doesn't seem to be getting better, it's time to move on.
These are just four signs that it might be time for someone to find their next role. If you're noticing any of these things, it's important to talk with your employee to see if they're happy and if there's anything you can do to help them. Sometimes, all it takes is a little discussion to help someone realize that it's time for a change.
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