Periodic staff evaluations are key for getting the most from your employees and optimizing productivity and profitability. With Q2 just around the corner, it’s a great time to evaluate your staff and fire/hire accordingly. Here’s how to spot “a bad seed” and ditch any dead weight before it brings the rest of your team down.
Analyze Overall Performance
To truly gauge how much of an asset or hindrance an employee is to your company, it’s usually necessary to examine a large body of data. While lackluster performance or negative behavior over the course of a few weeks might not be grounds for termination, having consistent issues over the course of a few months probably is.
In other words, you don’t want to go around firing anyone who didn’t meet every last goal. But if there’s an obvious pattern of poor performance/behavior, it’s time to part ways.
Spotting “Bad Seeds”
Although problem employees can come in all shapes and sizes, there tends to be a few negative traits that they have in common. One of which is a bad attitude. Whether it’s arrogance, apathy or just a difficult personality, these individuals can adversely affect your business – and their problem behavior can spread to others. Some other traits that may be exhibited by a bad seed include the following:
- A penchant for drama
- Frequently spreads gossip and creates dissension among staff
- Becomes enraged or has meltdowns over minor problems
- Is generally lazy
- Wants to do everything their way and has no flexibility
- Consistently underperforms
When it’s clear that you’ve got one of these types on your staff, you’ll want to consider firing them and replacing them with someone better suited for the job.
The Impact of Replacing Problem Employees
To put some perspective on the benefits of firing problem employees and replacing them with better ones, it’s helpful to look at some research statistics. One study found that “replacing a toxic worker generated almost four times the value of hiring a top performer. Specifically a superstar, an employee considered in the top one percent of all workers, brings an extra $5,300 in value by doing more work than the average employee.
However, replacing a toxic employee with an average one produces nearly $13,000 in cost savings.”
This means that replacing a problem employee with someone average can actually have a bigger impact and increase profitability more than simply have an A+ employee.
Although firing staff members may not be pleasant, it’s important to know who’s more trouble than they’re worth,` and eliminate any individuals who are clearly hurting your company. By making a few key replacements, you can expect to improve operations for the remainder of 2016 and should hopefully increase your productivity and profitability.
If you’re looking for additional management advice or other staffing solutions, please contact us today.