Those who have achieved a position of authority are charged with spearheading new initiatives, breaking new ground and handling problem employees. Though we all dread giving an employee a pink slip, it is a necessary evil from time to time. It is better to let under-performing or, otherwise, troublesome employees go before they sabotage the company’s bottom line. Here’s a look at some of the top signs your MSP company should let an employee go:
1. Reduced Productivity
Productivity will eventually decrease in due time. Do not assume your team is slacking just because a project ends up taking more time than initially planned. Look for consistent dips in production that hold true regardless of which project is being worked on. Other telltale signs of reduced productivity are errors that lead to revisions, chewing up other employees’ time and constantly asking questions they should already have the answers to.
2. Unwillingness to Improve
An employee who refuses to work on his or her weaknesses is not worth keeping around. Progression and flexibility are the name of the game. So, don’t let your team get away with stagnating. Everyone should continuously strive to improve, transform flaws into strengths and push the collective whole forward.
3. Failure to Show Up
Failing to work is excusable in certain instances such as the death of a family member or an auto accident. However, if the employee misses more than a couple days of work for non-emergencies, it is time to consider if he or she is really adding or subtracting from the bottom line. Consider implementing a policy in which you allow employees one or two last minute call-ins. Any delays in notification of sickness or another emergency will result in a penalty of some sort.
4. Being a Placeholder
Those who do not have the talent, skill or experience to be a legitimate difference maker will eventually have to be replaced. You need true rainmakers in order for your business to continue to progress. The bottom line is if the employee is not helping your business grow, he or she has to go sooner or later.
5. Disruptive Behavior
Do not keep gossip-spreaders around. Those who stir the pot, enjoy sparking up interpersonal conflict with others and generally wreak havoc in the workplace should not be welcome. These people will only prove divisive. If you suspect an employee finds it enjoyable to create tiffs between co-workers, do not hesitate to terminate employment. Let these problem employees go and your MSP company will prove that much more harmonious.
6. Customer/Peer Complaints
More than three-quarters of all customers are willing to stop doing business with a company due to a bad experience. Customer service really does matter. The problem with leaving an employee dissatisfied is he or she is likely to spread the word to upwards of a dozen or so more people. Companies that fail to keep their customers happy will ultimately pay the price in reduced sales
7. Inability to Handle Change
Change is bound to occur, especially in today’s dynamic workplace. If your staff is not comfortable with progression and change, it is time to replace them. Personal skills should continue to progress right along with the business. So, do not assume someone is worth keeping around simply because they fit the culture of the workplace.
8. Argumentative Trait
Some people enjoy arguing. Others dread enjoy arguing, especially in the workplace. Encourage innovation rather than conflicts. Teamwork is always better than a divisive competition. Furthermore, allowing argumentative employees to stir things up will make other employees nervous and fearful. Let the problem employee go before the workplace becomes too uncomfortable.
Do Not Be Afraid to Cut Ties!
It will certainly be difficult to let an employee go from your MSP company. However, you must look at the bright side in terms of how your workplace dynamic and production will improve once the under-performing employees are let go. Be brave, follow through on the termination and look toward a better future.