Handling these critical conversations is an essential skill for leaders.
If someone is falling short and you’re not doing anything about it, you’re letting someone suffer in your own business. Before you know it, others will follow suit.
This is referred to as a cancer. And the cancer spreads. And before you know it, it’s too late.
For example, if someone says something a little off, and they arnt corrected, others notice and the bar is lowered. People then adjust to this new bar and others join in. As the bar drops, negative behavior continues, and the best people leave.
You can separate bad decisions into three categories -
Awareness, skill, and choice
Awareness you can coach. Skill you can teach. Choice you cant help.
If someone is not meeting expectations, sooner than later, you need to let them go.
If you’re not firing people, you’re not in control of your business
When I started seeing some success with my own office, I would have the opportunity to coach other offices and help make them better. And I would notice that some Managers seemed like great leaders, but they would avoid these critical conversations at all cost.
It seemed like every single office I visited or had calls with, had at least one person that should have been fired a long time ago.
Instead of worrying about the production loss of losing that person, think about how much you’re losing by keeping them. You can’t measure the cost of keeping a bad employee. But about the lost motivation of the team? The HR liabilities? The headaches and time and effort on your part?
So with that being said, let’s get into how to have the conversation about missing sales production.
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