To succeed, we have to get the right people in the right seats.
Often that involves removing someone from a seat to make room for the right person.
When the current person in the seat is failing miserably, it’s easy.
When they are “OK”, that’s when it’s hard.
When they are “OK” and a friend, it’s real hard.
When you remove someone and the other employees on their team come forward and say “Thank you! Finally!”, you know you waited too long.
I usually wait too long. I have never had the others come up to me after I let someone go and say “Why the heck did you do that?”
How about you?
Well Larry I agree
I have always said what separates the men or woman from the boys and girls is being able to let someone go. Those are the hardest decisions we seem to have to make and sometimes they are real tough. .
I have made some of those that to myself they actually were mistakes. I knew I was not happy but what I got was not better.
It’s the hard part but the real part of being a strong leader.
Whatever the choice you over time make it right
This is so true. With so many of us being smaller companies and or family based companies you want to offer jobs to your friends and family. You believe in your company and you assume they will too, and because they are a friend, you assume they will be a good employee. This is not always the case. It’s very hard to let go of the friends that are “OK” employees. I’ve learned over the years that I can be brutally honest with my friends if I offer them a job and I try to make expectations especially clear at the beginning. They haven’t always worked out, some were a train wreck. 🙂
No more true words spoken there Larry. Keep up the great messages Larry, thanks for all you do.
So very true Larry…I had a systems designer with me for years and it was time for him to go. Plus he was a very good friend (at least I thought … even shared a house with him while I was going through my divorce). Once he was gone the whole culture changed, staff were happier and they even seemed to walk with their heads held high and shoulders back.
So very true Larry. I have had the misfortune to have to release a few people in the short time I have been GM. It’s never easy, but it is necessary and what is best for the company to progress toward the future. In my mind, by eliminating a weak or toxic person, it will most often give that department a boost. I was faced with the question………is this department doing well because of the manager in charge or in spite of him/her? That question answered itself when that manager was out for an extended amount of time and the department actually did better. Keep the blogs coming, they are very insightful.
Canada says Hey Back!!! Hope everyone in the group is enjoying this year we are having! Thanks Larry!
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