First of all – We didn’t! Please tell me you’re not THAT gullible. It is April Fools’ Day after all!
It has always been an inside joke of ours because we see it so often with high-growth companies. The hardest thing for many of the leaders and hiring managers of these companies to do is to let a team member go – even when it’s the right thing for the business.
Sometimes it can be hard to see a future path when the company, the role, or the person has undergone a change. Our advisory services (Strategic Talent Planning™ and Executive Onboarding), combined with our rigorous approach to both permanent and interim search, mean that we can support the entire recruiting lifecycle from hiring to, well, firing.
We encourage you to review our resources to learn more about how HireBetter can help. Here are a few to get you started.
The hardest thing for many of the leaders and hiring managers of these companies to do is to let a team member go – even when it’s the right thing for the business.
Problem: You have an employee who isn’t performing up to your current expectations, but because of your history and emotional connection to the employee, you can’t bring yourself to let them go. The solution to this problem is not easy. It’s one that requires you – the manager – to make decisions that are extremely difficult to make. Firing someone from a company or a department that you’ve built, often with the help of this employee, is never easy. But in many cases, managers are one tough decision away from unlocking a new level of growth and potential.
How to Build a Dream Team You Love
The CEOs who take their business to the proverbial next level realize that “who got us here often won’t be able to get us there.” They know that talent can and does make a difference. But the reality is that if you want to fall in love with your team again, you’re probably going to have to make some difficult decisions. Some members of your team, including some long-time members, may have to go. They say, “love hurts” and, unfortunately, they’re not wrong!
Beyond the Bottom Line: The High Stakes of Hiring
The financial impact when hiring decisions go wrong can be shockingly high. One research firm determined that it costs approximately $240,000 to recruit, hire, and onboard a new employee and the cost of executive failure can be more than ten times their base salary. The recruiting process is costly, given the time and resources involved. By keeping a strategic mind-set, and following the four steps to hiring and retaining great people, you will be able to attract and keep the top talent that can take your business to the next level.
If you liked what you just read, we would love to have a conversation with you – either about hiring, firing, onboarding or Strategic Talent PlanningTM.
I am confident we can help you or point you in the right direction – no fooling.
Click here to begin a conversation or call us at (512) 355-1499.