Is Firing More Important Than Hiring?

By Stacey Magovern

One of the most important things in business is knowing how and when to fire an employee. So often managers do not let poor performers go when they should due to guilt or dread. This is a huge disservice to other team members, the company and especially your clients. Accepting poor performance brings down the motivation level of the entire team. Acting gains respect, allows goals to be met and ensures happy customers.

The key is to have a process for firing. A system in place that allows the employee to know exactly where they always stand. This makes managers more confident and allows team members to accept their departure. When you have been tracking performance prior to a firing it allows you to refer to the trainings and warnings given prior to the event. Placing an employee on a 30- or 60-day performance plan ensures they don’t feel blindsided by the firing.

When it is time to fire them, the process is important. Set a meeting with the employee. It is best to have a colleague attend the meeting as well. Whenever possible, face-toface is the best way to convey the news. Be direct and concise. It is not a debate; the decision has been made. Listen to the employee as their feedback can be useful then repeat that their employment is no longer needed. Remember to reference all unmet goals and have paperwork available. I have seen many mangers apologize to the employee. Do not do this. You have nothing to apologize for it is not your fault and you are merely doing what is best for the company. It is business, not personal. Finally, thank your employee for their service and wish them the best of luck in the future.

After the employee has left it is important to gather your team and let them know this person is no longer with the company. Do not share details of the firing as this is a violation of privacy. It is better to reassure your team the firing was for cause and you are not eliminating roles. Focus on the future and when necessary create a plan to spread the fired employees’ workload throughout the team. In the end is up to you how the event impacts the person being fired and your entire team.

If you find yourself in the position of firing employees regularly then you have a problem in your hiring process. Hiring and firing are linked to the manager and the processes in place. You may be hiring unqualified candidates, setting unachievable goals, or not giving clear training and expectations on required tasks. All of these problems are the managers responsibility not the employee.

Stacey Magovern went from outside salesperson to running a multi-milliondollar company overnight. The wife of a police officer Stacey’s passion for helping families of law enforcement became her business. She launched her company Point Blank Safety Services in 2012 with no way of knowing today her company would be one of the most successful traffic safety and security companies in Texas. She then used that success to pay it forward by founding a nonprofit, Blue Family Fund that provides scholarships for First Responder dependents and financial aid to families of injured or fallen law enforcement officers. Stacey is not just the CEO and founder of these businesses but is also a published author and motivational speaker.