Toxic Employees Have to Go. Period.
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The topic of firing people makes a lot of people squirm.
It’s difficult and uncomfortable, but the reality is that in many instances it’s the greatest thing that could possibly happen for all parties involved.
Earned, not owed
As a rule, I’m extremely pro employee. A company should take care of people, pay them well, focus on culture, prioritize employee experience, and be an exceptional place to work.
An employee does not owe it to a company to stay and continue to work there if they aren’t being treated well.
And likewise, companies don’t owe anyone their jobs, especially if they’re bad at them. If an employee is a consistently poor performer, has a toxic attitude, and negatively impacts the people around them, then they need to go.
When you let someone go you give them the opportunity for a fresh start with a new environment, a new boss, and a new job that may be a better fit for them. You are providing a chance for them to go be successful.
It’s also an opportunity for your organization to be more successful by allowing someone else to come in and be awesome at that position.
According to the U.S. Department of Labor, the cost of hiring or keeping a poor employee can equal up to 30 percent of the employee’s earned salary. For example, if a toxic worker makes $60,000 per year, the true cost to the company is closer to $78,000. The reasons for that range from low productivity, to errors and costly mistakes, to management spending extra time dealing with and putting out fires arising from their performance or interpersonal issues.
Work with the willing
Companies absolutely should do everything in their power to give someone the opportunity to remain and improve. Firing should be a last resort after attempts to provide coaching and support. At the same time, there is a line.
No employee should have to be convinced to want to work there and do a good job. It is their responsibility to take ownership of their work and the way they’re showing up.
Unfortunately, many companies wait too long to address toxic employees which in a lot of cases results in their great employees quitting and leaving. Allowing that to happen is extremely costly and damaging to any organization.
Fear and uncertainty
I think often the two biggest reasons companies put off taking action are because first of all, it’s an uncomfortable situation and causes some upheaval, regardless of the circumstances. Secondly, there is typically a concern that removing someone will leave a large hole and the company won’t be able to find a great replacement for the position.
The same thing is true when it comes to leaving a job that is no longer a good fit or a toxic work environment. People have fear that the change and transition will be stressful and that they may not be able to find a great next job.
In both cases, it is a legitimate concern and feeling some stress or anxiety is to be expected. Transitioning out of a job or removing someone does create uncertainty and change — it also creates possibility.
The reality is that is that for both companies and for employees who are considering quitting; you can do better.
Companies will ultimately find someone to be a more positive contributor and do a better job in the role, and individuals will ultimately find a job that values them more and is a better place to be.
I know that most people can’t just up and quit their jobs, but it is possible to be proactive and start looking around for a more desirable place for you. I am a strong believer that if you’re miserable, quit your job.
It’s imperative in business, for the health of organizations and team culture, that we have teams made up of people who want to be there. A relationship where people are taken care of and valued as individuals, and they’re happy, productive, and great at what they do.
No one has to stay at a job that they don’t like, and companies don’t have to keep an employee that doesn’t want to be there.
It’s a simple concept and a recipe for everyone to be happier and more successful.
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This article was created by keynote speaker Galen Emanuele for the #shiftyestribe. Free leadership and team culture content centered on a new focus every month. Check out the rest of this month's content and subscribe to the Shift Yes Tribe at http://bit.ly/JointheSYT