The principle of "fire fast" in the workplace often sparks intense debates, mostly among those most vulnerable such as low performers or those not interested in working to their fullest potential (you know who you are). Sure, it can be viewed it as cold-hearted, but is it really? Perhaps those reacting to the idea of fire fast, ought to reframe the concept keeping in mind we are talking about work, not friendships. Fire fast can be used as an effective process for maintaining and building a higher-performing team that functions more effectively. And this is critical to keep in mind. In a world where every employee's performance can directly impact the bottom line, quick decisions are essential, even when they are difficult. I’ll provide some perspective as to why firing fast isn't just a buzzword but a strategic move. And to make it more palatable I’ll give you some ideas on how to execute it effectively. So let’s jump in, shall we.
Let's address the main issue here - why fire fast in the first place? There are a number of reasons for doing so, yet I'll highlight just four to provide context. I'm sure you can add more based on your own experiences.
- Protecting Team Morale: Allowing an underperforming employee to stay can demoralize the entire team. When others see that low performance is tolerated, it can lead to resentment and reduced productivity, and disengagement, all very difficult challenges to correct.
- Maintaining Productivity: An underperformer can create bottlenecks, delay projects, and affect overall efficiency. Firing fast helps maintain a high level of productivity.
- Upholding Standards: Swiftly addressing underperformance reinforces an organization’s commitment to excellence. It sends a clear message that mediocrity won't be accepted and that poor performance if uncorrected has ramifications.
- Cost Efficiency: Delaying the inevitable decision to part ways with a low performing employee will lead to wasted resources, emotional distress, unnecessary organizational stress, and gossip. Firing fast allows the company to redirect those energies more effectively.
Executing "Fire-Fast" Effectively and Defensibly
- Clear Expectations: From the outset, set clear performance expectations and communicate them effectively. Employees should always know what is expected of them and it should be easily referenced, if need be.
- Regular Feedback: Provide regular performance reviews and constructive feedback. Employees should be aware of their performance status and have opportunities and clear directives on how to improve when needed. Performance reviews once a year are not a viable means of creating a performance culture. Managers will be more effective by providing specific and targeted micro-feedback on performance in a timely manner - meaning giving feedback as close to an event as possible, not at some distant future months later when no one even remembers the event anymore.
- Documentation: Keep detailed records of performance issues and the steps taken to address them. Documentation is crucial for legal protection and clarity.
- Compassionate Communication: When it’s time to part ways, do so with empathy and respect. Offer support, clear reasoning for the decision and severance packages or outplacement services as required, to help them transition.
So, you've fired fast. What's next? The next steps are crucial to ensure the team's stability and morale going forward.
- Reassess the Team: Take stock of the remaining team members' roles and responsibilities. Ensure that the workload is balanced and that any gaps left by the departure are addressed.
- Communicate Transparently: Keep the team informed about the decision and its rationale. Transparency fosters trust and prevents rumors.
- Support the Team: Offer support and resources to help the team adjust. This might include temporary assistance, additional training, or just being available to address any concerns.
- Plan for the Next Hire: Use this opportunity to refine your hiring process. You were put in the position of needing to fire fast because you didn’t hire effectively in the first place. You will need to address this before hiring another person. Identify what went wrong with the previous hire, seek assistance and objective perspective on your current hiring practices and adjust your strategies to avoid similar mistakes going forward.
Now that you've made the tough but necessary decision to fire fast, the next challenge is hiring better. In the next post, we'll delve into the art of building a robust hiring strategy that aligns with your company’s goals and values. Stay tuned to discover how to find the right talent and ensure they’re the perfect fit for your team.
If this post resonated with you and you're ready to execute this strategy or want ?support to do it effectively, email me at [email protected]. I can help you make better decisions about the people in your organization.
Be well. Now breathe, it's almost the weekend!
