7 Undeniable Signs it’s Time to Fire an Employee

We’ve all dealt with challenging employees at some point in our careers.  As a leader, it can be extremely difficult to know when you’ve gone from dealing with a challenging employee, to dealing with a challenging employee that needs to be fired. Promptly.

You know the employee I’m talking about. You think about this employee and their actions every day as you’re driving to work, and you know that firing them is in the best interest of your team and organization.  But, because you’re not only a really nice person, but a practical and productive boss, you never seem to find the time to put the firing procedures in motion.   After all, he’s basically a likeable character. And some days, he gets the job more or less done. Despite your justifications, you know he needs to go. As much as you wish this employee would just quit, it’s clearly not happening.

Firing someone is not an easy decision to make.  Not only is it time consuming to get all the required details right, it’s also a big deal emotionally.   Understandably, avoidance is often the first course of action taken.   When you remove the emotions from the equation, however, you’re likely left with several undeniable signs that it’s time to share this problematic employee with your biggest competitor. The more evidence you see of the following behaviors, the quicker you need to take action.

The “Whatever” Attitude

She seemed positive and enthusiastic enough in her interview. But, shortly after being hired, you’ve quickly noticed her become apathetic.  You frequently hear her say, “Just tell me what you want me to do, and I’ll do it.”  Not only is she apathetic, but you’ve noticed her attitude is contagious. Your other team members have also started complaining, and seem less energetic than in the past. The “whatever” attitude is damaging the morale and spirit of your team.

Missing in Action

Some days he’s just not in the office, and has called in to let you know.   On other days, even when he is in the office, he is not to be found. When you call him out on his disappearing act, he always has a reason for not being where he should be.   Other members on his team have definitely noticed, and resent having to pick up extra work to compensate for his wanderings.

Productivity Decline

You are clear on your expectations, but this team member always has an excuse for why she couldn’t meet expectations:

• The system is slow
• Others didn’t get back to her with answers to her questions
• No one told her about the changes
• The expectations are unrealistic

Although your expectations are high, others on your team consistently meet or exceed them, and are beginning to lose respect for this non-productive team member. They’re also starting to lose respect for you for your failure to hold her accountable.

Argumentative/Unpredictable

A strong contributor will occasionally argue with you about a decision, and that’s good.   You want thinkers on your team, and strong leaders encourage employees to challenge them.   However, when an employee frequently picks arguments with you or fellow employees (or even worse, your customers), a big blowup is likely imminent.  Unpredictable blowups are scary, and contribute to a hostile work environment for your other employees. Excessive arguing or unpredictable outbursts indicate it might be time for this employee to continue their arguments and explosive outbursts elsewhere.

Spreading Dissension

Gossip is a workplace reality. However, when it becomes apparent that each time you walk into a room, the chatter abruptly ceases and employees scatter, you should take note of who the ringleader is. Try to track down the source of the dissension, and call the culprit out on the nastiness. If the damaging gossip continues, this workplace gossip is thriving on the attention, and doesn’t need to be a part of your team.  It’s time to provide them with another stage for their drama.

“It’s Just the Way I Am”

When an employee who was once a solid contributor is no longer able to keep pace with the growth and changes your organization is experiencing, it might be time to reconsider this employee’s place on your team.   In many cases, the employee is likeable enough, but passively resistant to the changes you are trying to initiate. When you discuss this with him or her, the response is often, “It’s just the way I am. Change makes me uncomfortable.”  To remain competitive, you need team members who can ride the waves of unpredictability.

Holding You Hostage

When coaching and counseling your challenging employee hasn’t worked, and you continue to employ him/her, it’s time to change whatever title you hold to “Hostage.”  The more dissatisfied the employee becomes with you and your expectations, the more unrealistic their demands become.  Do you find yourself frequently doing the following?

• Making adjustments to deadlines
• Providing the employee with help to get caught up
• Temporarily reducing production expectations
• Giving time off to deal with personal issues

If your answer is yes, and the problem is still not resolved, it’s time to consider the fact that this employee may no longer be qualified for the job.

Few seasoned managers would argue that letting someone go is easy.   It’s both arduous from a legal standpoint, and draining from an emotional standpoint.   But, when the warning signs are there, firing a counter-productive employee is definitely the right thing to do.  With all due diligence, manage the employee’s performance.  Use your coaching skills to give them every opportunity to learn, grow and meet your expectations.

When that doesn’t work, consult with your boss and Human Resources to carefully prepare for taking the next steps toward parting company with your challenging employee. From this point forward, you want to make sure that everything you do is legal, and follows company guidelines.  Acknowledge your right to not be held “hostage,” and take action to fire the employee.   The day you do, I guarantee your team will be grateful, and you will sleep better.