Here is one that makes a real leap forward for a young manager or CEO. After hiring someone with all the enthusiasm that accompanies it, followed by the learning and training curve, if an employee shows signs of weakness or problems with his colleagues, it is natural for most of us to switch to coaching mode. the clock of observation to see if our excellent coaching does the work.
A month later, while no apparent change was noticed, we can go from coaching to a polite warning and perhaps even to the dreaded note-to-file . Another month, and the probability of a separation decision becomes obvious and the movement initiated. Lawyers will tell you that this progressive chain of moves is good for the company, protecting against the lawsuits of a former employee displeased.
Then there is the ninety day clock to consider. In most states, employees earn rights after the ninetieth day at work, making it more difficult to dismiss an underperforming employee without rigorous documentation of the grounds for concern.
But – before or after this ninety-day line – surprisingly, in the post-exit interviews after the emotions dissipated, most of the former employees (who were treated respectfully during the separation process ) earlier. The former employee often states that he was at least somewhat unhappy at work, knowing that the fit was not as good as he should. The manager will most often admit that he or she has not acted aggressively, following the best judgment by training the employee towards separation much sooner.
Shooting as fast as possible in most cases is best for everyone, as opposed to lengthy extended sessions and stressful periods of waiting for a verdict between two sessions. This seems counterintuitive. But I would believe in interviews after the release. Why not conduct your own survey of fellow managers and managers and see what they think. If they agree, you should recalibrate your expectations and act sooner, with the important caveat that employees should always be treated with respect. Remember that there are many times when the documentation to be filed is a required protection for the company against possible lawsuits, especially by protected categories of employees.