WHY YOU SHOULD FIRE YOUR TOP PERFORMING EMPLOYEE

Advisor Owen Katongo Kabanda, we have one employee who is our top performer but behaves badly. What should we do?”

Please be advised that it is normal that companies sometimes have to grapple with the painful reality of how to deal with a high performer whose behaviour is totally unacceptable.

The challenge that comes in is that, to fire such a top performer, the company risks recording a drop in production levels, and sometimes that drop may be catastrophic.

This situation inadvertently leads many Managers and Supervisors to sometimes feel like they are paralysed, and the employee is holding them at ransom.

Where you find yourself in such a situation, here three (3) things you may want to consider:

#1. Have in Place Rules and Regulations

If you are just starting off in business, it is okay to pronounce rules as you go on and as things happen.

The problem is that making rules along the way is not sustainable, and the approach is reactive in nature. So, you end up always fire-fighting and making rules as and when wrong things happen.  

It is usually advisable that to curb the so-called employees’ bad behaviour, put in place rules, regulations, and standards (preferably in writing) that everyone is required to follow.

You then must proceed to train everyone in position of authority in the company as well as every employee on the requirements of the Company.

You must ensure that everyone signs declarations forms indicating that they have understood the rules and standards and they confirm that they shall comply with them accordingly

#2. Put in Place Contingency Plans

Yes, sometimes some top performers because they know that the company needs them, they start to misbehave.

Sometimes top performers become rude, report for work drunk, might even take some company materials without authorisation.

Your top performer may be the top salesman, the operator who knows fine-cutting in construction, a doctor, an engineer, a technician, a lecturer, a soccer player, and so many others.

Where you know that you have counselled and even warned (verbally and in written) the officer and their behaviour is not changing, it is time to prepare to fire them. Follow the due process.

Now, depending on the sector in which you are, you must be cautious and not use your emotions to make labour-related decisions.

Ideally, where you know that the sudden leaving of your top performer might be catastrophic, proceed to hire an additional person or reorganise your work so that other members start to learn what your top performer does.

It may cost you a bit more to have another person work there but look at the long-term benefits of not have a disruption to your production levels as and when the time comes to fire the person who has been misbehaving.

#3. Cultivate the Right Organisation Culture

It is important for you as a company leader to understand that you cannot afford to create some wrong culture in your organisation.

If your top performer is misbehaving or their conduct is unacceptable, and if after all counselling and warnings are done and they are not working, fire such a person immediately.

In the same way, there are those employees who are literally so sweet, they are the Mr./Mrs. Nice, they are the darlings of everyone at the office, but their work output is zero, fire them also.

Do not look one’s face or start looking at their connections within and outside the company before you make decisions. Treat everyone equally. If they are wrong, they are wrong.

In many countries, laws exist which allows the employers to terminate the contracts of employees for reasons related to (i) conduct/behaviour, and or (ii) capacity/performance of an employee. Consult your trusted Advisor.

With the foregoing, there is no need for you as an employer to feel paralysed or allow to be held at ransom and start dancing to the tune of an employee. Take action accordingly.

Closing Remarks

In whatever you do, ensure that you create the right culture in your organisation which allows for employees to Behave and Perform (BP) well.

Do not let a few individuals destroy the morale of others. Employees are sharp, they see everything and make their own judgement.

Do not end up being that employer who employees know to be unfair, unjust, and lacks a backbone to be firm and demand for the right things from all employees.

Feel free to share your views in the comment section, and to share with others in your network.  

Further, should you require step by step guidance on employee disciplinary matters or any labour related matter, do not hesitate to get in touch.

Owen Katongo Kabanda

Human Resources and Business Advisor