Rarely should a manager fire people,
especially poor performers.
The alternative is a process to have
people resign. Simply good management practices start with clear communication
about expectations. Even starting on day one of a promotion or new hire! Of
course we are assuming that management has provided the counseling and training
for one to be successful. [Or admit this is a bad hire]
So a manager expects more
productivity. She engages an individual to determine how they see meeting this
expectation. She is not TELLING them, she is asking them their thoughts on how
to meet this expectation. Then the person "owns" the solution.
In future touches, she asks this
person how they feel they are doing and what roadblocks they are encountering.
After about three touches this way, the manager can comfortably point out that
meeting this expectation is the job they are in. "So not meeting the expectation
means no job".
"As your manager, what do
you need to do to succeed?"
No reasonable answer, "You do
understand that not performing to this standard means you are not doing your
job?" Usually the answer is "yes".
Last response from manager, "So
let me help you find a position you can better succeed at. I am willing to
support this effort for the next three months. First let's take a look at how
you are presenting yourself on LinkedIn.
So you have been fair in communicating
expectations and gotten the employee own progress or not.
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