Firing Crappy Staff Fast Is the Kindest Thing You Can Do | EP 175

What I wanna talk to you about first is [sighs] you're not being kind by keeping them.

You're actually being avoidant.

So most consultancy owners tell themselves that they're being fair, giving someone time, try to see, you know, trying to see the best in people.

But honestly, like, you've known it for months.

You've known it for months that someone isn't cutting it, and you've done nothing about it.

That's not kindness, that's avoidance, and it's costing everyone in the business.

Um, it's costing them, the person that you're avoiding having the hard conversation with, it's costing your team, and it's costing you.

So today, we're gonna talk about the stories, uh, that business owners tell themselves to justify keeping poor performers around, and why those stories are quietly destroying the business.

So I see this all the time.

You know, business owners tell themselves this story, "Oh, they've been here a long time.

They're a good person.

They might get better." Um, sound familiar if any of those stories resonate? But these are just stories we tell ourselves to avoid having a hard conversation, and none of those stories are a business strategy.

So every week that you delay having the hard conversation with a poor performer, um, every week that you, uh, allow your top performers to see a, a poor performer continue to perform poorly, the problem just compounds.

The poor performer settles in further.

Uh, they, like it reinforces the expectation that it's actually o- okay to underperform in your business.

Um, and that stuff gets quietly cemented into your culture.

And, like, you're not doing them any favors either.

Like, if someone isn't performing in your business, there's a reasonable chance that they'd actually thrive somewhere else.

Keeping them in the wrong environment, in the wrong seat in your business isn't kind.

It's actually keeping them stuck as well.

So, you know, everyone excels at certain things, and if someone's not performing in the role that you need them to in their business, yeah, there's a, there's a very big chance that they would be awesome in another role in another business.

Um, so it's about having that hard conversation, and if that's the right decision to move them on, allow them to flourish somewhere else.