7 Inspired Ideas on Hiring and Firing Sign Employees

HIRING AND FIRING are often the most impactful things we can do in our businesses, but they can also be the hardest to know “when.” I have some ideas and ‘hacks’ to help you deal with the problem!

WHEN TO HIRE? These are some mindsets around hiring that may help you make the decision with more clarity!

1. Every hire needs to help you generate more profit. Whether a delivery driver or a new sales rep, every hire should eventually help you turn a bigger profit. If you are hiring just because you are busy, slow down and think about where in your processes you are experiencing delays, and how a new hire will help make cash flow easier.
2. No matter how good your hiring skills are, hiring is always a gamble. Every hire represents unknowns, but if you set expectations clearly, establish good oversight and training, you will know quickly (30-90 days in most cases) if this person isn’t a fit. At a minimum, interview, check social media, talk to references — but often deliberating too much beyond that is wasted energy!
3. Hire sales help when you want to grow! I’ve heard many owners say they don’t hire sales because they don’t have enough business to merit it. But they are often overly busy trying to handle sales leads and quotes. Hire help and figure out how that help can make more sales happen. A sales assistant to the owner is a good way to start a sales rep.

WHEN TO FIRE? This is probably the most emotional and difficult task we have as owners and managers. Sometimes we are firing people we truly like and admire, and that is doubly difficult. Here are some guides to help you see through a new lens about letting people go.

4. Keep your best employees in mind. Often when I’m considering letting go of a low performer, I remember that my job is to protect my best-performing employees. If the low performer is hard on you, imagine how they are for you’re ‘A Players!’ Let your high performers know you see them and are there to help and protect them.
5. A bad fit is looking for a good fit! I’ve had to let go talented and wonderful people who were simply not a fit for their role. If I can’t find a place inside the company for them that is a better fit, I keep in mind that letting them go will give them a chance to find that “perfect fit” job — somewhere else.
6. When you know, you know. Ray Titus, Signarama’s founder, gave me this gem: When you think about your very, very best people, do you ever truly think about having to fire them? Almost never. But those employees who you think, “Maybe they need to go?” — those folks probably do need to go. The first time you think about firing someone may be the right time to do it. I always imagine a clock ticking. Either fire them or get on top of coaching and helping them. Don’t let them languish in the world of ‘mid-performer.’
7. Need to fire someone but it feels “impossible?” Honestly, there are times that it seems like you can’t possibly fire someone. Maybe they are family, a dear friend, or maybe you just really want to be thoughtful. Remember, you can always decide you want to give them severance. If they are really bad, you are better off paying them not to work just to get them out with your heart intact. Paying severance for 90 days (or whatever) is a small price to pay to relieve your heartache.

Above all, remember your team is your business. You will only succeed to the level at which you are willing to make hard decisions! Good luck!