Why do we wait so long to let go of our poor performers, especially if they’re senior leaders at our organizations?
Well, there are a few reasons.
We keep hoping we’ll be able to uncover a strategy to align what they're capable of to what's needed.
We’re human, and we care. We don’t want to be the bearer of bad news, and deliver this kind of blow. This kind of action should never be taken lightly. It's painful and impactful for all parties involved. So, we want to exhaust all of the options. In these situations, it feels like the only right thing to do.
Sometimes, it’s ego. We might have hired this person, and to admit they're not working out infers that we’re failures, too.
Hiring is like matchmaking. Sometimes it doesn’t click—and that’s okay. But if there’s not much more you can do, it doesn’t help to wait and hope the issue will go away on its own.
You know when something’s not in alignment. Give yourself—and that person—a bit of relief. Be kind as you're delivering the news, offer a severance, and help with outplacement so they can focus forward. These steps mean you can focus forward, too.
Comments