What to do if an employee is not a good fit: Navigating Employee Challenges with FEMININE Authenticity
The Toughest Part of Leadership
Hello there! Today we're diving into one of the trickiest aspects of running a business: managing employees when things aren't working out.
The Challenge of Employee Management
I'll be the first to admit that this can be the most challenging part of the entrepreneurial journey. I've been there, folks! There were times when I should've hit the eject button on certain employees but held on, hoping they'd magically turn into the dream team members I envisioned. If only I knew then what I know now!
The Awkward Reality of Employee Management
The whole process can get so awkward, right? The discipline, the tough conversations, it's like wading through a sea of discomfort. What compounds the difficulty is that most of the advice you find online feels corporate and impersonal, and it just doesn't jive with our authenticity-driven, heart-centered approach.
Learning from Personal Experiences
You see, I've had my fair share of not-so-pleasant experiences as an employee, too. In particular, I remember working at a coffee shop, and a customer was being incredibly rude, even helping themselves to things from the counter that weren't theirs. I kindly asked them not to, and guess what? They later exaggerated the situation to my manager, painting me as the villain.
The next day, my manager presented me with a piece of paper, essentially a list of my wrongdoings, and asked me to sign it. What?! It felt so unfair. My manager hadn't been present during the incident, and my side of the story wasn't even considered. I ended up signing it, but it left me crying in my car afterward.
Valuing Employee Perspectives
This experience taught me a valuable lesson – I never wanted my employees to feel like they came second when conflicts arose. After all, I'm the one who has to continue working with them! Why prioritize one person's perspective over another's? To me, an employee's opinion often matters more than a client's.
A Heart-Centered Approach to Employee Management
After much reflection, I realized there had to be a better way to handle situations when an employee isn't quite fitting the bill. And that's when we developed an approach rooted in our core values.
In these tough conversations, we open with the concern that's been raised and ask for the employee's perspective. We always connect it back to one of our core values. For example, if an employee has been tardy, we ask why and let them explain. Then, we gently remind them that one of our core values is reliability, and being late doesn't quite line up with that value.
We follow up the conversation by filling out a template that captures the date, the date of the incident, the employee's name, the person who had the conversation, the core value not being met, the situation that challenged that value, and what behavior is expected next time.
But the real magic happens in the last point – we genuinely try to see the situation from the employee's point of view. It's not about being sarcastic; it's about truly understanding their perspective. This form isn't just about covering our backs; it's about respecting our employees and their experiences.
The Role of a Performance Improvement Plan (PIP)
If you find yourself having many of these conversations with an employee, it might be time to consider a Performance Improvement Plan (PIP).
Yes, I know, it sounds corporate, it's not fun, and it's dead serious. This is their last chance to turn things around. It's vital to keep track of their behavior to protect yourself legally. Do not skip this step.
A PIP should lay out what isn't working, what needs to change, and how often updates on progress will be given. This may help them realize that your business isn't the right fit for them, and they might decide to move on. Be prepared for that! Make sure to gather their access items like passwords, keys, and name tags and cut off their access swiftly, especially from shared documents and emails.
The Value of "Hire Slow, Fire Fast"
In hindsight, the saying "hire slow, fire fast" really shines. Letting go early would have allowed us to find the right fit more easily. Learn from my mistakes – it truly is better this way!
An Authentic and Heart-Centered Approach
Although it's uncomfortable and far from fun, going through these processes with authenticity and heart makes you more confident. I promise you, I would have been much happier if I had let go of the employees who weren't the right fit earlier. You can teach skills, but you can't teach culture or values. You can't train someone to be reliable, but you can train them to use Google Docs.
For even more insights and tips, be sure to check out my podcast, "Becoming with Briana Hanson," available on Spotify. Remember, you've got this!
