Firing someone from a project can be a very bad thing. We tend to put off the moment. We believe that people can make positive changes. We don’t always do it consistently. People don’t know what to expect from you.
It shouldn’t be so difficult, personal, or unpleasant. People will make amends if you offer a flexible, transparent process. You will be able to fire someone professionally without making too many mistakes.
Today, I will share an action plan that will make this process simple and stress-free.
Why can’t we avoid firing people?
You need to resolve a conflict within your leadership.
As a leader, it is your responsibility to inspire, develop, and teach your team members. It is right to give people less experienced a chance at reaching their full potential.
You must also work towards achieving your project goals. You must fulfill your commitments.
You cannot tolerate incompatibility, low performers, and slackers.
They are a problem for the rest of the team.
Here are some people to look out for:
1. Poor performance.
Although the reasons may be different, it is still a negative effect. This means that someone will have the responsibility to pay more to make up for any delays or poor quality. This could also mean that you won’t be able meet your deadlines or fulfill your promises on time.
2. Motivation Hazards.
Some people are too negative. This type of person is a team member. They always have a reason why it won’t work. They have a direct effect on the motivation of others.
3. Poor Motivation.
It is quite different from the previous one. Some people are simply demotivated by current circumstances. It is often something you can fix. You need to look for patterns.
Your efforts might have a temporary effect. It is more cost-efficient to get rid if the person becomes demotivated frequently and too often.
4. Sabotage.
Or Mutiny, as it is described by Forbes in an article on the same subject of firing people:
A fresh perspective and constructive criticism can make a team a great asset. An employee who incites mutiny, which is tearing down previous work, destroying a management plan or bad-mouthing a boss to others, has no place in a healthy team.
This is a case that is often difficult because it is often personal and emotionally charged. You can’t afford it.
5. Team chemistry is poor.
Some members are not right for the team. It may seem like discrimination but you need to take into account the preferences, age, cultural differences and cultural backgrounds of the entire group. It can be torture for everyone if one person doesn’t have a common vision regarding the project work.
The ultimate goal when firing someone is to make sure that the rest can work better.
Action Plan to Fire Someone
One tool in project management is underrated
It is Issue Log.
It is a document that you use to log all information related to conflicts in your project.
It usually includes:
Name of a person
Description of the issue or conflict
Action taken
Date the action was taken
The conflict is resolved
It is possible to feel resistance. It could feel like you are gathering dirty facts about your team.
It doesn’t work this way.
This document is intended to address all conflicts.
Here’s an example of how it works.
Do YOU want to fire someone?
This is the first question that you will need to know the answer to.
Your attitude towards the person that you are about to fire will determine your next steps.
I hope you will act professionally, ethically. You will be able to separate yourself from emotions and weigh all the pros and cons. You will also do this in regard to the benefits for the project and the team.
Why is it important?
In some cases, you may be able to