According to a recent survey conducted by Robert Half consultancy, employee turnover has grown by 87% in the last year. Whether due to the dissatisfaction of the professionals themselves, or the will of the company itself, efforts must be made to reverse this situation, since it does not bring benefits to either party. However, we cannot fail to consider that, in some cases, dismissal can be an indispensable resource to improve the work environment and ensure productivity .
Because it is a delicate situation, in this post we will address the 4 main signs that it is time to fire a professional. It is important to pay attention to verify that the picture is unalterable, and cannot be reversed through campaigns and motivational actions. Check it out below!
1 – Productivity: An objective criterion
Of course, identifying what an employee's actual productivity is can vary greatly from one company to another. A clothing store, for example, will use the number of sales and achievement of established goals as criteria. However, in a service provider company, the criteria must be different, which can range from customer satisfaction – evaluated through opinion polls – to more objective criteria, such as the average service time.
It is important that your company clearly defines the method adopted to measure this productivity, even before assessing whether or not the professional should be fired. This is because, in some cases, management guidance in the right direction can already have a considerable impact on improving the situation.
2 – Incompatibility: The company’s culture must prevail
A company's culture encompasses several aspects, ranging from rules and conduct to more intangible issues, such as values and principles. Each organization works in its own way: some are strict with the issue of hours, others charge more for results, and there are even those that create a totally liberal environment, such as the already famous Google offices around the world.
It is worth remembering that it is the professional who must adapt to the organizational culture and not the other way around. In some cases, an employee's attitude can negatively contaminate everyone else, which contributes to an internal imbalance. It is very important to remember that this does not mean that the entrepreneur should not be open to suggestions and complaints . It is often necessary to change some issues to ensure internal well-being.
3 – Demotivation: When the lack of enthusiasm is not resolved
We cannot deny that there are many people dissatisfied with the place where they work, but this is not always the company's fault. It is not very difficult to find a professional who is in the wrong field. In these cases, demotivation may not be resolved with a simple motivational meeting or other forms of encouragement.
If there is an employee with this profile in your organization, try to refer him to HR or, in the absence of this department, to the management itself . This is because it is necessary to verify what the problem may be before dismissing this employee and it is important to consider the company's responsibility in the sense of guiding him in case the lack of motivation appears to be deeper – as in the case of the wrong professional choice.
4 – Disharmony: Irreparable internal conflicts
This is a very serious scenario that cannot be maintained in any company. An extremely dissatisfied employee who complains all the time and creates conflicts with management or supervision can contaminate everyone else and lead to an internal climate of irreversible general dissatisfaction. The reasons can be many, including related to the three items mentioned above.
It is important to listen to this professional and check if the dissatisfaction can be resolved. However, if even acting favorably, the picture remains, the alternative is dismissal . In some more extreme cases, the situation can even end up in court, even when there is no reason to do so.
Finally, we must pay attention to the fact that a company needs to build a team. This does not mean that you need to complete x number of employees to maintain productivity. Building a team means relying on people who share the same interests as you. Look for these professionals and insist on internal motivation , as well as dialogue to improve your productivity. This is the first step to ensure success!
Finally, do not forget that dismissal is always a critical moment that generates expenses. Therefore, focus on hiring professionals and offering them good working conditions.