We’ve all had them. The bad employee that no matter what we do the person just doesn’t do the job that we want. We might have made a bad hiring decision by not matching the employee’s values with our company’s values or we might just have someone who would fit in, be in the wrong job. The right person but they’re in the wrong seat.

If it’s someone who’s in the wrong job, we could try to move them to a job that would work for them, but in a small company, unfortunately, this often is not an option, and it’s certainly not an option in many of the companies that I see today. And that’s what today’s video is going to be about. How to have a bad employee leave our company.


Transcript

We’ve all had them. The bad employee that no matter what we do the person just doesn’t do the job that we want. We might have made a bad hiring decision by not matching the employee’s values with our company’s values or we might just have someone who would fit in, be in the wrong job. The right person but they’re in the wrong seat.

If it’s someone who’s in the wrong job, we could try to move them to a job that would work for them, but in a small company, unfortunately, this often is not an option, and it’s certainly not an option in many of the companies that I see today. And that’s what today’s video is going to be about. How to have a bad employee leave our company.

Hi, I’m Josh Patrick, the founder of Stage 2 Planning Partners and the Sustainable Business. I’m also the one who’s responsible for putting together our Cracking the Cash Flow Code Program and I’m the author of “Sustainable: A Fable About Creating “a Personally and Economically Sustainable Business.”

So let’s jump right in to today’s topic.

Here’s the issue, that we spend way too much time trying to convert the bad employee to a good employee. And most of the time, the bad employee is going to be a bad match for our company. Not a bad match for the job that we’ve got ’em in. It’s relatively easy to screen for a job. It’s really hard to screen for your company, and that’s where values come in. But, we all get the bad employee from time to time and when we do, we wanna make a decision relatively quickly about where we wanna go and how we wanna get there.

Now, the key here is coaching. If you’re not coaching the new person that’s in your company and they’re either in the wrong seat, which is a hard coach to do because if they don’t have the skillset, they have to learn the skillset, so you either have to have the time and the patience for them to learn, or they can’t be in your company or you have to move them where their skillset is better. But where coaching typically is is around behavior. It’s around values. If someone’s behavior, for example, one of my core values in any company I’ve ever been involved in, is personal responsibility. IF I find that I have an employee who is always blaming others, or justifying why things aren’t working out, I need to coach this person. I need to be coaching with them about their behavior. I really don’t care if they adopt my values. What I do care is they stop justifying and blaming others. So, if I can coach them into doing this and once in a blue moon, I’ve been successful in doing that, that’s a great thing. They get to stay in the company and I don’t have to make them leave.

Remember, people are doing the best they can all the time. Now, it might mean that their value system doesn’t match with your company’s value system, or their skillset isn’t what we need in the skillset in the company, but the people are doing the best they can, so let’s not blame people, make them wrong. Let’s just try to have them be successful in our company and if we can, we wanna find a responsible way for them to move on. The truth is, I have almost never asked somebody to leave, any company I’ve been involved with where they didn’t know there was an issue and they woulda been happier someplace else. The fact is, too many people just don’t make the move to move where they’re gonna be happier. They wait for you to do it for ’em.

You have to understand, your employees know and your other employees, by the way, know you have a bad employee. They’re not gonna tell you until after you get rid of them or ask them to leave the company. Then you have a line outside your door, especially with a brilliant jerk, somebody who is absolutely brilliant at their job, but just impossible to get along with. You’re gonna say, “What took you so long “to make that decision? “Why did you do it so slowly?” And my answer often is, “You coulda opened your mouth “and told me something about this, “but you chose not to either. “So instead of just blaming me, “let’s all take some responsibility for this.” Now, I just mentioned the concept of a brilliant jerk. And I’ve done some videos about what a brilliant jerk is and why they’re such a problem in your company.

But if you have a brilliant jerk, you can’t let them stay in your company, no matter how good they are. You’ve got to get get rid of ’em. They have to be learned how to play in the sandbox. If your coaching with a brilliant jerk doesn’t work, you’re gonna know it pretty quickly. They’re gonna be really good at their job, really arrogant about what they’re doing and they’re not gonna wanna be learning something new because they’re perfect already.

Now, one of the things I think is really important is you really wanna have a system for how to deal with an employee who’s not fitting in. You can call them a bad employee, but I really would encourage you to just think about that person, they’re just not fitting in to the company.

  • What you wanna do, is you wanna start whether they are a good fit. If not, let them leave gracefully and let them leave quickly. We don’t wanna make people wrong when they leave. Hopefully you can keep ’em as a friend or keep them as an acquaintance.
  • If they fit, find out why they’re not doing the job they should be doing. It could be they just don’t have the skillset and they don’t know how to do the job and that’s training, if you have the time and resources to train. For a lotta jobs, we don’t have time or resources to train. They’ve gotta come in with the technical skills you need.
    • The question you wanna have, is there a system that needs to be fixed in the company? Often I find when someone is not doing the job that I would like them to be doing, they’re the right person for their company, they’re probably in the right seat, but I haven’t put the right systems in to support them in doing a good job. That’s something I want you to be thinking about.
    • You can always move them to a different job, that is, if you have a different job for them and your company is big enough to handle it.
  • If that doesn’t work, you’re just gonna need to find a nice way to part company with these folks. And again, when someone is not doing the job properly or doing the job well, they know it. This is not something that’s new for them. You need to be honest and they need to be honest, but until you’re honest, there’s no chance in the world that they’re gonna be honest.

So, here’s my question for you. What’s your method for dealing with a bad employee?

Why don’t you let me know in the comments below and while you’re at it, click on the button and GET OUR FREE eBook on How To Hire For Unique Abilities. You’re gonna learn a hiring system that I’ve been using for about 40 years now and has been really successful with getting the right person in the right seat about 80% of the time. Hey, this is Josh Patrick. You’re at the Sustainable Business. Thanks a lot for stopping by. I hope to see you back here really soon.

Topics: Video, Sustainable Business, how to hire, Hiring, how ho fire, employee, bad employee, coaching, Business Systems, employee coaching

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