We’ve all been in a situation where we need to hire or let go of staff.
It’s an important decision that can have significant consequences for both the company and the individual, so it’s worth getting it right. In this blog post, I’ll discuss when you should hire and when you should let go of your staff – as well as some tips on how to do each effectively.
When to Hire:
- You need a new or additional skill set for your team.
- Your current staff is unable to take on the workload.
- There are too many tasks and not enough people available to complete them all in a timely manner.
- The individual will add value to the workplace with their knowledge, skills, and experience.
The company has been looking at expanding into new products or services that would require more employees as well as backfill positions vacated by promoted peers. When you hire someone it’s important that they have an understanding of how things work within your business before taking over responsibilities from others who may be leaving soon because there won’t be time for this training later on if so.
You’re able to find someone who can do the same work for less money.
The business landscape is full of ever changing variables that you need to be aware of in order to make informed decisions about your team and their future with your company. You want employees who are engaged, motivated, competent, and match well with a cultural fit within your organization. Equity level will determine whether it’s time to let go or not so there’ll always be an exception depending on what type of situation you’re dealing with when it comes down to making this decision but generally speaking any one employee should never become too expensive compared against other people pulling weight in the office because they would still have worth at some point even if they were paid more elsewhere.
Know the market rate of comparable positions to gauge your equity level. If there’s a significant gap between what you’re paying and what other companies are, it might be worth considering letting them go if they still fit into that culture in terms of engagement, motivation, competence or cultural fit – regardless of whether there is an exception for this one employee because their success will benefit everyone at some point.
Explanation: something about how costs can stack up when one person becomes more expensive than others pulling weight in the office so if someone meets all four criteria (engaged/motivated; competent; on board with company culture), then even though they may have higher value elsewhere, you should keep them around as well since they’re making everyone else more profitable
I’ve Got It Under Control: When to Hire and Let Go of Your Staff
We’re done when I say we’re done. If there’s a significant gap between what you’re paying and what other companies are, it might be worth considering letting them go if they still fit into that culture in terms of engagement, motivation, competence or cultural fit – regardless of whether there is an exception for this one employee because their success will benefit everyone at some point. Something about how costs can stack up when one person becomes more expensive than others pulling weight in the office so if someone meets all four criteria (engaged/motivated; competent; on board with company culture), then even though they may have a high salary, they might still be a good candidate to let go.
What are some of the influencing factors for deciding whether or not you should keep an employee? If the person is engaged and motivated but not competent, what can you do to help them grow into their role without letting them go? If someone doesn’t seem like a culture fit even though they’re otherwise qualified, how can you work with that individual so that it works out well in the long run?
What’s your experience been like when making difficult staffing decisions – either as HR manager or hiring manager? Share your thoughts below!
I’ve Got It Under Control: When to Hire and Let Go of Your Staff by Jessica
We’ve all been there. You’re getting your team together, and you notice that someone on the team doesn’t seem to be a good fit. Or sometimes they just don’t do what is expected of them at work, despite being qualified for it in every other way (e.g., their skills). It can feel like an uncomfortable situation when you know time’s come to let somebody go – but have no idea how best to handle this delicate matter!
The key here is empathy: ask yourself “Would I want my boss handling me this way?” since most people would hope not. Don’t rush into making any decisions- take some time away from the person and think about it logically before doing anything rash or irreversible.. well, unless it’s an emergency!
You also want to consider how you’re feeling about the situation.
It might be a good idea to teach them on-going skills that they could use in other career paths, or provide some mentoring sessions so they can get more comfortable with their work load and keep sharpening those soft skills. Of course, if this is not possible or desired by either party, then it may come time for both of you to part ways.. but hopefully only as a last resort after you’ve tried everything else first.
People are often surprised at how difficult managing staff really is: one tiny slip from somebody who was previously doing well will suddenly make your team feel like they need more hands – which means hiring new people.
This might be a good time to review your business strategy and make sure there isn’t anything you need to do differently so that this doesn’t happen again.
You may find it invaluable for the employee who caused the issue in the first place, as they’ll get one more chance at avoiding mistakes of this magnitude. Or, if things remain unchanged, then maybe some structured training or mentoring should be considered before making any final decisions on what action to take next: even just an hour per week could go a long way towards preventing another mistake happening in future!
You can also consider developing new systems which would allow employees with certain skillsets or responsibilities to cover tasks when somebody else needs help – and by doing so it’s possible that the issue of when to let go or hire new staff will become a little clearer too. The next time you’re faced with this decision, take some time and think through your options: it’s not always clear-cut and there are many questions which need answering before making any final decisions! You may find that having more than one person in mind for hiring is beneficial; this way if things don’t work out then someone else can be brought on board instead – so keep an eye out for potential candidates who could bring something different to the table. If all these points have helped clarify how you might approach the situation of either hiring or letting go employees from now on, please share this post on social media. Thanks! 🙂 And