How to Fire Bad Employees |

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This week's #CultureDrop is a topic suggestion that gets requested often enough, so here it is. How to remove bad apples.
Get this full written article with more tips on my blog here: bit.ly/GE_FireBadEmployees
This video was created by Galen Emanuele for the #culturedrop. 5 minute leadership and team culture content delivered to your inbox every Tuesday morning. Check out the rest of our content and subscribe (it's free): bit.ly/culture_drop
Through conference keynotes and (in-person or virtual) team workshops, Galen transforms how teams and leaders approach and establish culture, and the way people communicate and treat each other at work. He has an impressive portfolio of clients including Microsoft, Safeway/Albertsons, and NASA.
Galen’s captivating content teaches how to establish an intentional team culture of high-level engagement and performance, skyrocket leadership ability, skillfully give & receive feedback, and apply the improv concept of “Yes, And” to improve communication and EQ.
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#firing #employee #workplace #leadership #accountability #discipline

Опубликовано:

10 июн 2024

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Комментарии : 20

@KamranChoudhary-up7jw Месяц назад

On behalf of the HR folks in the back, thank you!

@GalenEmanueleShiftYes Месяц назад

🙌🙌

@loudspeaker76 Месяц назад

I need more thumbs up to give this video! Thank you so very much Galen!!!

@benjamingettinger233 Месяц назад

I added another one for you :)

@GalenEmanueleShiftYes Месяц назад

Glad you dig it! 😊

@intuitiveavtechnologyadvis8310 Месяц назад

Thanks I needed to hear this advice today!

@GalenEmanueleShiftYes Месяц назад

You're welcome, glad you dig it!

@user-hz5vy5lq3n Месяц назад

YESSSSSSSSSSS Galen! Thank you for this super clear outline. Nailed it! Yes, this is a difficult situation, but being open, honest and communicating clearly is key.

@GalenEmanueleShiftYes Месяц назад

It IS key, 100%!

@joekissick5449 Месяц назад

Great thoughts about the number one most difficult conversation. I don't know why so many leaders avoid the truth. It really does not make it easier for anyone. Be truthful, be clear, be kind, be done. Thank you Galen.

@GalenEmanueleShiftYes Месяц назад

It does make it harder, but no surprise that the conversations get avoided. It's really hard for both parties:)

@lynnschreiber6123 Месяц назад

Thank you for sharing this. I have been involved with the specific scenario of someone being let go and the org breathing a sigh of relief. While it was hard to see the person go, it was a benefit to the team.

@GalenEmanueleShiftYes Месяц назад

Super hard, but when it's the right thing orgs and leaders have to do it 😊

@briscreationsmd Месяц назад

Love this advice, thank you. If someone is miserable at work yet not really breaking any "rules" how do you document that? Fyi I tried bringing to their attention that their negativity was impacting those around them, and I got a super defensive answer with no responsibility acknowledged or change made.

@GalenEmanueleShiftYes Месяц назад

An excellent question and tough to answer in a quick comment but I'll do my best:) #1) The more specific you are in the feedback and documenting the better. Name the exact, specific behavior with crystal clarity. Can be tough because often it's very nuanced and because often problematic behavior/people can be subtle. It's helpful if you can tie back to company values or any wording that exists around culture. #2) This situation is precisely why it's important to have a clearly defined culture of behaviors that articulates exactly the ground rules of what is acceptable or not in terms of how people show up, treat other people, and approach their work. All the way down to how you receive and respond to feedback. Most organizations do not have this in place which is why these situations are so massively difficult to address. A sentence inside a document that says "We take responsibility for our words, behavior, attitudes, and how we impact others in order to create a positive, cohesive, healthy team environment." Makes situations like yours much easier to discuss and document when people act out of alignment with it. Clearly defined behaviors are the key to culture. It's the heart of my work.

@marnieclarke Месяц назад

Fantastic. Music to my ears!!

@GalenEmanueleShiftYes Месяц назад

Thanks Marnie:)

@benjamingettinger233 Месяц назад

Concise and ideal! I've gone through this like 3 times. All ended with termination. I'm in the middle of one now (just delivered the message you described) and we're about to find out if it's going to work. I told the leadership team, "we want to sleep at night, so we're going to give this our full support." It's feeling close to the expiration date, so our timeframe is 1 week. Do you have any advice for if/when the person shapes up for a month and then goes back to the same bad behavior? I've been asked, "so if I slip up ONCE are you going to fire me?" I recognize this as a bit of a manipulation, but it raises a good question. At what point then can I say it didn't work?

@GalenEmanueleShiftYes Месяц назад

It's a really great question, and also I know that there are specifics and nuance about this situation that I can't possibly know so I'll do my best to answer taking that in mind. My short answer is actually yes. After the conversation has been had two or three times very specifically that if it doesn't stop they'll lose their job, then yes, they need to understand that if this happens again whether it's this week or a month from now that's the consequence. I think adding the clarity that this is a final warning about that specific thing, which means that we will not have two or three more conversations about this, and they need to understand that this specific thing cannot happen and if it does that is the result. I realize that the severity or context of that is different if it's I showed up five minutes late to work vs I was spreading gossip about people. My belief is that they need to understand that they have to take full responsibility that it's the last time this conversation is going to happen.

@benjamingettinger233 Месяц назад

That’s helpful, thanks!!