A company is like a flock that needs strong wings to soar. Each team member plays a crucial role as one of those wings. But what happens when a wing is broken beyond repair? As a leader, you’re faced with a tough decision: cut the wing off, or let it alter the course of the entire flock. Too many broken wings, and the flock will lose its formation and collapse.
The longest minute in a leader’s life is the space between when you think you want to let someone go and when you actually do it.
Most experts advise to hire slow and fire fast. Easier said than done when heart and emotion conflict with reason.
What if:
You love that person?
Everyone loves that person and you risk a mini-revolt with the news?
You've invested years in their development?
Replacing them could be worse?
You can’t afford to disrupt the current workload?
These scenarios make the firing decision the longest minute in a leader’s day.
Decision-Time
My 7 years at TINYpulse was some of the best times of my career. To navigate these tough decisions we built out a system that ensured there were minimal surprises.
Team members were graded on fit and performance within a two-month evaluation period. They provided feedback on the same criteria used in interviews (1/3 Culture, 1/3 Field Expertise, 1/3 Problem Solving Ability). Scores of 7 or above recommend a full-time extension, while scores below 7 do not. We also bluntly ask, "Would you re-hire this person again?"
If we part ways, we follow a process. Consistent underperformance leads to a Performance Improvement Plan (PIP), with re-evaluation one month later. Success in the PIP restores their status; failure means letting them go. Out of three on PIPs to date, all failed. All they did was make that minute incredibly long.
Over a two year span, I had to let people go four times. One was among the sweetest individuals I’ve known; seeing them cry broke my heart. Another pleaded for one more chance.
In those moments, I felt like I had failed:
In hiring
In mentoring
In role placement
In providing guidance for career advancement
In affecting their family and livelihood
Until you face it, it’s hard to comprehend the difficulty of that moment.
Our process at TINYpulse is straightforward, but privacy concerns mean we don’t share scores or PIP status publicly. Letting someone go is just the start of a leader’s pain. The challenge amplifies when explaining to the team that someone they considered family is no longer with us, without divulging much detail.
How does a leader stay positive delivering that message? How does a team maintain trust if they disagree with the decision?
I really don’t freaking know.
Someone recently told me it takes seven positive actions to counterbalance one negative in the eyes of your team.
#TalentEdge #AIEmpoweredTalent #LeadershipChallenges #CompanyCulture #EmployeeEvaluation
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