Firing a problem employee looks so simple when you see it on television. The bad employee makes yet another mistake, the boss screams, “Pack up your things!” and it’s finished.
Real life isn’t like that, though. There’s a lot more involved, which is why it’s common for employers to put off firing a lackluster employee, or even to avoid it entirely. Still, it can be (and often is) the right thing to do. Here’s why — and how to do it.
When Firing a Problem Employee Is the Right Thing to Do
Managers tend to have no problem firing people for consistently coming in late, but they like to ignore deeper issues like bullying or disengagement. Actively disengaged employees are an expensive strain on any business, with their poor productivity reportedly costing U.S. businesses up to $550 billion every year.
To keep reading, click here: Why Firing a Problem Employee Can Be the Best Thing to Do
6 thoughts on “Why Firing a Problem Employee Can Be the Best Thing to Do”
In some firms, bullying is indistinguishable from managing. It’s called “leadership potential!”
Nice info, thanks
FYI, the article is titled “Why Firing a Problem Employee Can be the Best Thing to Do”. However, 3/4 of the article is about *how* to fire someone.
Based on the title, I was expecting something less process oriented and a bit more philosophical, e.g., along the lines of letting them go so they have the potential to thrive elsewhere.
The other part to consider is that the employees you loose due to a bad employee can go to your competitor. I was part of an exodus and my entire department went to a competitor. Not only did my previous company loose their best employees, we are now all collectively working to put them out of business.
You are absolutely right. But the problem of employees is the big part of a companyes issue. Here an HR can solve it.
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