Does this scenario sound familiar?
“When your employees still haven’t met your expectations after multiple talks and reviews… “
Many of us have faced or are currently experiencing this challenge. One of the greatest concerns is not just the fear of being perceived as lacking empathy but also the fear of potentially losing valuable talent.
This situation can be particularly difficult for those who have never had to terminate an employee before. I vividly recall how challenging it was for me to make the decision to let go of someone when I first started my business.
However, as time went on, I came to realise the critical importance of maintaining a high-performing team.
Here’s what I’ve learned from my experience:
1. Regular Performance Reviews
Conducting regular performance reviews is essential for setting clear expectations and providing constructive feedback. These reviews help align goals and identify areas for improvement.
2. Clear Expectations from the Start
Setting clear expectations from the beginning and revisiting them after 1 to 3 months allows for early identification of any issues or gaps in performance. This proactive approach helps address concerns before they escalate.
3. Exploring Alternative Roles
If performance continues to fall short despite efforts to support improvement, consider exploring alternative roles within the organisation if feasible. Sometimes, a change in responsibilities can better leverage an employee’s strengths.
For additional information, Job Majestic offers an AI tool called TRAIN that enables employers to understand their applicants more conveniently and efficiently. TRAIN matches relevant talents with employers, providing a relevancy score and detailed analytics for all applicants, thereby streamlining the recruitment process and ensuring better job-employee fit.
Moving Forward
Running a business requires making tough decisions to ensure growth and success. While addressing performance issues can be challenging, it is crucial for maintaining a thriving and effective team.
Remember, effective leadership involves not only setting expectations but also providing support and guidance to help employees succeed. By taking proactive steps and remaining committed to the growth of your team, you can navigate these challenges with confidence and integrity.
“We gotta learn how to be kind and firm”. – Quoted from Siew-Yong Bong
A leader must possess the ability to balance kindness with firmness. It’s crucial to understand the importance of compassion and empathy in leadership while also recognizing the necessity of maintaining clear boundaries and making tough decisions when required.
Kindness in leadership involves showing empathy, compassion, and respect towards team members. It fosters a positive work environment where individuals feel valued and supported. Leaders who demonstrate kindness build trust and rapport with their teams, leading to higher morale and productivity.
However, being kind does not equate to being lenient or avoiding necessary actions. There are times when leaders must be firm and assertive to uphold standards, address challenges, and make difficult decisions for the overall benefit of the team and organisation.
Final Words
Finding the right balance between kindness and firmness is a skill that effective leaders develop over time. It requires the ability to empathise with others while also maintaining accountability and driving results.
Have you encountered similar challenges in your career journey? Share your experiences below! It’s valuable to learn from each other’s experiences and perspectives on leadership.
