A couple of years ago, I blogged about The (only) four reasons for employee non-performance in which I outlined the four possibilities that leaders should explore when trying to understand why their employees aren’t making the cut. Ultimately though, when an employee doesn’t perform to the expected level, you eventually may have no other alternative than to fire the person. Employee termination is likely one of the toughest things you’ve ever had to do as a supervisor or manager. You lost some sleep, sucked it up, took a deep breath and did it. So the hard part is over now, right? Wrong! Unfortunately, the hardest part is taking care of those who are left behind. The biggest challenges lie in the hours, days, weeks, and even months following. Any kind of employee termination can have a negative impact on the other members of your team unless you take positive steps to overcome it. Even if your staff “saw it coming” or felt “it’s about time,” the employee termination leaves remaining staff feeling insecure and vulnerable. Which means that you must take action, or run the risk of having your team weaken and falter. Continue reading
On May 10, the reality TV show Kitchen Nightmares aired its last episode of the season, but it was the first time in the show’s history that its host, noted chef Gordon Ramsay, was unable to help turn around a struggling restaurant. If you haven’t heard about the “crash and burn” of Samy and Amy Bouzaglo of Amy’s Baking Company in Scottsdale, Arizona, then you must have been hibernating in a cave somewhere! But just in case you were, here’s a synopsis:
After the couple’s behaviour and finger-pointing proved too much for even Gordon Ramsay to overcome, he walked off the program saying: “After about 100 Kitchen Nightmares, I met two owners I could not help; it is because they are incapable of listening.” Some of the more unforgettable moments on the show – the couple pocketed all the tips that were earmarked for the waitstaff, admitted to firing more than 100 people over a period of one year, served pre-made frozen ravioli as “fresh, made daily”, and my most memorable: picked a fight with a customer who’d been waiting for his pizza for over an hour and then threatened to call the police if he did not pay for his (still not received) pizza before he left. And once the episode had aired, the couple went certifiably insane when it started responding to comments posted on their social media accounts, insulting people and using profanity. Continue reading
So you’ve had to fire someone. Whatever the reason, it was likely one of the toughest things you’ve ever had to do as a supervisor or manager. So you lost some sleep, sucked it up, took a deep breath and did it. The hard part is over now, right? Wrong! Unfortunately, the toughest part is taking care of those who are left behind. Any kind of employee termination can have a negative impact on the other employees on your team unless you take positive steps to overcome it. This means that you must take action, or run the risk of having your team weaken and falter. What to do to get your people re-grouped, re-focused, and moving forward? Read the entire article in the July/August 2009 issue of CGA Magazine here.