Who you fire is more important than who you hire

When it comes to building a successful business, I have learned to focus on people. Employees, managers, and clients all function together to create an ecosystem that will nurture growth or decay from within. Employees are the foundation of that ecosystem and should be carefully selected based on various factors, including skills, industry knowledge, interpersonal skills, ability to collaborate with a team, and motivation to excel.

The current workforce mindset in many parts of the world is disengagement with their work and decreasing motivation. According to Gallup’s latest survey, the percentage of engaged employees has dropped from 36 percent to 32 percent since 2019. These statistics reflect another internet trend that exploded in 2022: quiet quitting.

Quiet quitting refers to deciding to go above and beyond no longer, only doing the bare minimum required by a position. While this term has some merits, like creating a conversation about improved work-life balance, it also reveals high levels of disengagement on the part of workers.

Productive employees

My work at OBCIDO taught me that firing is vital to protect the productive and motivated culture we have developed over the last two years. Hiring the right staff takes much work, but firing is an ongoing process of growth and development for everyone at the company. Firing personnel identifies systemic problems and leads to change.

Firing is the catalyst for new policies, better human resource protocol, and an improved employee experience. When done correctly, firing people can be a powerful tool for improving your business and helping it reach its full potential.

When one person isn’t performing well or isn’t motivated, it sends a message to all other employees about the value of the work. Complaints, disruptions, lack of motivation, and other issues can decrease productivity, lower morale, and increase turnover. Those are all thorns on the side of any company. Firing protects current employees and conveys that they are working for a company that values success.

From the perspective of managers and owners like myself, poor performance is costly and a waste of resources. If any employee isn’t the right fit for a company, they are ultimately wasting their time and the time of the employees, management, and clients. By identifying and removing these individuals, you can invest in productive employees who care about the company’s success.

Firing maintains a positive company culture. Employees will feel that the company values integrity and hard work when they see their colleagues held accountable for their actions. This can lead to a more engaged workforce, better performance, and an improved bottom line for everyone.

Of course, it should go without saying that firing staff should never be taken lightly. At OBCIDO, we have a warning system that gives our team members every opportunity to improve their performance, attitude, or relationship with the team, depending on the ongoing issue their manager has identified. If the situation is in clear violation of our company code of conduct or poses a threat to anyone else at the company, we take decisive action.

If, however, the issue is a lack of motivation or skills, that is a different story. Employers should consider life events, wellness, mental health concerns, and other elements before moving forward with the firing process for a disengaged employee.

If there is a lack of skills on the part of an employee, but they are motivated to learn, employers should cover the cost of courses, training, and workshops. Companies should have a transparent process to evaluate and address poor performance and ensure that they act reasonably and legally.

Suppose all these processes are carried out correctly. In that case, firing becomes the most helpful tool for creating a more high-functioning business because it is the last step towards weeding out the people who are an asset to the company and those who are not. Firing is the action taken when employees have been understood, evaluated, observed, and determined to be the wrong fit for their role. It’s a lengthy process to get to the point of firing, which makes it much more complex than hiring.

Anyone can hire an employee without seeing their true colours, but it takes much more examination and thoughtfulness about the company’s need to fire someone.

My advice to employers is to think about the long game. You will inevitably hire employees who appear to be a good match, later to discover that they don’t quite fit. That is a natural part of the process of building a company.

Managers should create a culture of firing employees humanely that puts the company’s long-term needs in focus. Think about the culture and environment you want to maintain and cultivate.

As strange as it may sound, firing can be crucial to cultivating an incredible team. Letting go of employees that weren’t conducive to your work is the best decision for them and you. Firing is very difficult for employees and employers. However, when done right, firing can change the trajectory of a company and someone’s life for the better.

When employers have exhausted every possible opportunity to improve their experience of an employee and can no longer keep them on, it shows fundamental incompatibility between the two parties.

As Forbes contributor and executive recruiter Jeff Hyman writes, “if there is big discrepancy between the DNA of the organisation and the individual, you probably need to let the person go–particularly if they manage others. DNA is hardwired; it can’t be taught.”

So, use firing to your advantage. Create processes that are productive yet gentle. Observe and stay updated with employee satisfaction and maintain a positive environment. Give employees every opportunity to succeed.

Cover educational programmes and create a place where employees look forward to spending their time. Happy employees are productive employees, after all. Use firing as your means of pruning and weeding so your company will be strong and healthy for years to come.