Timeless Tips for Terminating Terrible Leaders

Regardless of how careful you are in terms of hiring, eventually you will hire or promote someone who doesn’t turn out to be what you had hoped for. Here are some timeless tips to keep in mind when terminating terrible leaders.

Speed matters. I received an S.O.S call from a friend of mine who owns a travel agency. He was sending out a distress signal because he had to terminate one of his people. He started the conversation by saying, “I probably should have done this sixteen years ago.” Take action the moment you realize a manager is no longer the right person for the job. For some companies, that may mean putting someone on a performance planner. For others, that may mean releasing them right away. Once you make the decision that the manager is no longer suitable, take action, as more than likely, things will not get better. They will only get worse.

R.E.S.P.E.C.T. Aretha Franklin sang about it back in 1967 and it still rings true. I’ve seen too many frustrated leaders treat those they are about to terminate as if they are radioactive waste. Their hands off approach leads to ill will all around, not to mention lawsuits. You liked this person well enough to hire him or her. Demonstrate respect, as you transition them out of the company.

Clarity. I’ve heard stories of people asking for raises at the same time their employers were discussing their poor performance and their impending termination. Do yourself and the employee a favor. Be very clear that the conversation you are about to embark on is the end of the road, rather than the beginning of a new path towards a wonderful future together.

Honesty. Telling someone how great they are, and then terminating them during the same meeting, never ends well. Be honest and succinct. The termination conversation isn’t the time to coach someone on what they could have done differently to have kept his or her job, nor is it the tell them how great they are. This will only confuse them and may result in legal action. The next time you are tempted to do so, picture yourself giving a deposition and saying, “Yes, I told her she was a pretty good leader and I then followed that statement with all the reasons why she wasn’t meeting my expectations, in terms of her team.” That image alone should be enough to convince you not to make this all-too-common mistake.

Make it a win-win. I’ve heard many stories where it was quite clear that the person doing the firing was going into the conversation looking to win the battle. They left the meeting feeling victorious, when in fact they were anything but. A true win happens when the person you are firing extends their hand to thank you. I’ve had this happen to me a number of times. Why? Because whenever possible, I looked for ways to help this person exit with their ego in tact, which created a win-win all around and increased my magnetism.

Excerpt from my latest book, The Magnetic Leader: How Irresistible Leaders Attract Employees, Customers, and Profits.

Check out my latest Lynda.com/LinkedIn Learning course on Transitioning from Individual Contributor to Manager.

? Matuson Consulting, 2017. All Rights Reserved.

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