"NeoCon Is Almost Over: Fire Them, You Know You Want To" - 06/12/19 Edition
Stephen Says Column
Dear Stephen:
I am the VP of sales at a medium-sized manufacturer, but I think my question could apply to a dealer or any size company.
I frankly have a few people on my team who are simply not up to snuff. They are salespeople and managers who, it has become clear, are weak links in my company’s chain. I’ve been wanting to get rid of these people for awhile but have held off due to my reservation about effectively recruiting in the strong economy. Moreover, I am cautious by nature and generally prefer to deal with the devil I know versus the devil I don’t. Then NeoCon started peeking over the horizon, and I knew I needed these employees for our annual sales meeting product launches. A company like mine needs all hands on deck during the show to effectively deal with end users, designers and dealers.
Now when NeoCon 2019 is over, I will once again consider my options for firing and replacing these low-performing employees.
They have simply been a hindrance to my company’s success and in some cases, I just don’t like them. It is time for them to go.
Here is my question: Do I wait until I find a replacement, or can I just terminate these people the moment we return from NeoCon and move from there into the unknown?
Signed,
NeoCon is Over: Goodbye!
Dear Goodbye:
The answer is simple: NeoCon is over and so are their jobs. It is time to cut the dead weight.
It sounds like you have been preparing to do this for awhile. You know what you want, and you have the power to make it happen. It is always my suggestion that you pull the trigger, and be done with it. Here is the most important question though: Do you have a legitimate paper trail of someone's work performance?
It’s difficult to spontaneously fire someone without cause, this is why I always recommend clients be constantly and formally appraising the performance of employees throughout the year. If the moment to cut an employee loose ever comes around, you must be prepared with the proper evidence. If you have your paperwork compiled, and you are ready to cut out the poor performers, then do so immediately. If you have been lax in your paper trail, take some time to compile the evidence you need and have them out of the door by Labor Day (or they might quit when they start to feel the pressure).
As far as waiting to find a replacement, it is a ridiculous notion I always advise against. As a headhunter, I know firsthand how difficult it is to conduct a search confidentially in an industry as small as ours. Whether on your own or through recruiters, it is nearly impossible to find a solid replacement for your outgoing employee without them first finding out you are on the hunt. My opinion is it’s always better to have no one in place than to be constantly handling an employee you do not like or trust. And one other factor to consider: What do your other employees think about you, knowing that you can’t seem to act on someone who is underperforming? You lose their respect, and you lose your ability to effectively manage them. Now you’re really in a jam.
Just remember you need a clear and documented reason for a fire. It can’t just come down to your personal feelings.
NeoCon is over, and you are now entering the generally slow summer with a clean slate and a fresh perspective. Get rid of your bad eggs, and find greener pastures. Finding replacements may take a few months but this is the perfect time to recruit and the weeks will fly by. Get going!
Best,
Stephen
You can send your workplace questions to Stephen at: StephenSays@bellow.press
Questions selected to be answered, will appear in this column. Please use the Subject: Stephen Says for all emails. Stephen Viscusi is a bestselling author, television personality, and CEO of The Viscusi Group, global executive recruiters located in New York. Follow Stephen on Twitter @stephenviscusi. Like Stephen on Facebook and follow him on LinkedIn.
The Viscusi Group