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Should You Sack Them or Save Them?

Ever found yourself asking this question?

You have someone on your team who isn’t where you want them to be, but you’re torn. On one hand you really want to make it work, and continue doing more to turn them around. You know how difficult it is to find great staff, and recruitment is time consuming and costly. You want to avoid having to start a hiring process, but is it even possible to turn this person around, no matter how much you like them?

On the other hand, despite feeling like you can’t make it work, you don’t want to fire them! That requires confrontation, and what if you get it wrong? An Unfair Dismissal Claim doesn’t sound like a whole lot of fun.

You end up going around in circles asking yourself whether you should sack them or save them.

So, what’s the answer? How do you really know whether, with a little effort, this person might be your next super star, or whether...

How frustrating is it when you have someone on your team who you know has so much potential, is actually really great at their job and everyone really likes them - but it’s like they are just going through the motions? They get the job done, but only just, they certainly don’t show initiative and you just want to shake them because you know they are capable of so much more, of doing a much better job.

You know they are smart, capable, skilled and you’re frustrated that you’re not seeing their best.

Here's what you’re dealing with when it comes to these people – it’s not that they are lazy – they simply lack motivation.

Why is that your problem you ask? Well, you know how hard it is to find great staff right? So, you don’t want to exit them and have to go through the recruitment process again. Add to that the fact that by proactively working to improve motivation you are actually improving employee engagement...

You know the feeling, you’re frustrated, you feel like you’ve tried everything, there has been training, opportunity to improve, endless meetings – you’re wondering what else you can possibly do.

This staff member is not performing, but should you really be looking to end their employment?

Surely there is another way?

The thought of firing them feels overwhelming, mean and let’s be honest, the thought of recruiting for the role again doesn’t exactly have you jumping with excitement.

So ,you’re looking for a sign, something that will tell you which way you should go. But the reality is if you leave it that long, looking for a blindingly obvious sign, it’s likely you’ve let it go too far.

If you’re waiting for your employee to make the decision for you and exit themselves, there are certainly some signs you can be looking out for.

High absenteeism is the #1 sign the person has...