“I was hoping they would improve but they didn’t.”
“In hindsight, I kept them on far too long and should have made the decision much sooner.”
“I had a feeling they weren’t the right fit within a few weeks of them starting.”
Employee performance usually comes down to two basic factors:
As their employer you must invest the time in training, mentoring and providing feedback to make sure they are competent in their role.
On the other hand, they have to bring their own ‘willingness’ to do the work.
It’s well known that 80% of the time you are worrying about your staff leaving, when they have no intention to do so, and that staff spend 80% of their time worrying about getting sacked, when you have no intention to do so either.
If you know that they aren’t right for the job you can be pretty sure that they do too.
If you do have someone that doesn’t fit the culture, doesn’t share the values of the business, or just can’t (or won’t) do the job they are employed to do, make the decision and move on. It’s vitally important to the other staff in the business, your customers, and the grief you may be causing yourself.
And remember, terminating a staff member is often something that you do “for them” not “to them”.