A quick online search reveals that there is a significant amount of guidance available on hiring and recruitment but much less on firing. Why is this the case? It may be because hiring is often viewed as an exciting and optimistic process while firing tends to be emotionally and logistically more challenging. However, which of these processes is more important? Which one is easier?
Initially, hiring may seem straightforward. You interview someone, meet them, and then make an offer. Seems easy, right? However, a few days or weeks later, you might realise you made a mistake.
Some argue that recruitment is a complex process that requires skills, intuition, and judgment, making it quite challenging. While this is true, it's important to acknowledge that, as humans, we sometimes make mistakes—especially founders and entrepreneurs who tend to be optimistic and eager to expand their teams. This optimism can sometimes result in offering jobs too quickly without sufficient due diligence.
The Consequences of a Bad Hire
What happens when you hire the wrong person? The ripple effects can be significant:
· Damage to Your Business and Service: Poor performance from a bad hire can directly impact your operations and your service quality.
· Lost Customers: Dissatisfied clients or customers may take their business elsewhere,damaging your reputation.
· Wasted Resources: Training and onboarding a bad hire consumes time, money, and energy that could be better spent elsewhere.
· Demoralised Staff: Retaining a bad hire sends a clear message to your team—that poor performance and good performance are valued equally. This can make your top employees feel demotivated or even leave the organisation.
The Importance of Making the Tough Call
When you fail to address a poor hiring decision and wait for things to improve, you only prolong the problem and worsen the situation for everyone involved. It’s crucial to ask yourself this simple yet powerful question during the probation or induction period: “If I knew what I know about this person now,would I hire them again?” If your answer is consistently “No,” even after implementing a proper on-boarding and induction process, it’s time to take action.
The Case for Firing Quickly
Firing someone is never easy, but delaying the decision can worsen the situation. Here are a few reasons why acting promptly is beneficial:
1. Preserve Team Morale: Addressing performance issues quickly demonstrates to your team that you value high-quality work and will not tolerate mediocrity.
2. Minimise Damage: The longer you retain an under-performing employee, the more harm they can inflict on your business and its customers.
3. Save Resources: Ending the relationship early helps you avoid wasting additional resources on a situation that isn't working out.
Balancing Compassion and Business Needs
Firing an employee does not have to be a heartless act. It is crucial to approach the process with professionalism and empathy. Here are some key steps to follow:
1. Communicate Clearly: Be honest and transparent about the reasons behind the decision.
2. Provide Support: Offer constructive feedback and, if possible, guidance to help the individual transition to a role that better matches their strengths.
3. Follow Legal and Ethical Protocols: Ensure you adhere to proper procedures to protect your business and the individual.
By following these steps,you can ensure that the firing process is handled with respect and care.
Final Thoughts
Hiring and firing are two sides of the same coin. While hiring brings excitement and growth potential, firing can provide clarity and protect the health of your organisation. Both processes are equally important in building a strong, high-performing team.
The simplest yet most effective rule is to continuously evaluate your hires and ask yourself, “Would I make the same hiring decision again?” If the answer is consistently no, take action quickly and decisively.
By balancing optimism with critical thinking during the hiring process and taking swift, compassionate action when firing is necessary, you will create a workplace that values excellence, empowers your team, and drives success.
Note: My views on hiring and firing are influenced by Uri Levine's book "Fall in Love with the Problem, Not the Solution" and are shaped by years of experience leading diverse teams and building my own companies.
