You know that one person on your team? The one you’re merely tolerating and keeping around only because you don’t know what to do with them? We’ve all had team members like that. There comes a time when they’re putting a financial and emotional burden on you and your law firm and you need to let them go. That’s what today’s episode is all about.
In this episode, we’re talking about how to fire someone on your team. You may have someone in mind right now or you may have had to do this in the past and wish it had gone better. Well, today we’ll cover all the bases so you are prepared the next time you need to fire a team member.
This may not be a pleasant subject but it is an extremely important one. So tune in now to learn how to fire someone on your team properly.
- Why you need to prepare for turnover as a business owner.
- Various reasons for firing someone.
- Why you should give someone fair warning before firing them.
- What to do if a team member is underperforming.
- How underperformance affects the rest of your team.
- How to analyze your management to make sure you’re not causing underperformance.
- How to choose the right time to fire someone.
- Why you should always be hiring for every position in your firm.
- Other offboarding logistics.
- How to have the actual firing conversation.
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- Now that you’ve listened to how to make the decision and how to fire someone, do you have any team members that you’re tolerating, that maybe you should have fired already but haven’t because you didn’t know how to go about it? If so, make the decision now that you know what to do.
- Create a policy that says you’ll always be recruiting for all positions (then announce it to your team and actually do it).
- Create a draft termination letter so that you have one ready to go. Waiting until you have someone to fire makes it harder to remember some of the details such as a list of equipment to return, etc.