Do you risk good employees, to hold on to a personal friend?
As posted in Fortune
Holding on to employees — especially those that become friends — for too long is a huge challenge entrepreneurs face, because it’s not really a “business” issue. It isn’t about sales or marketing. It isn’t about expansion or operations. It’s about one salary. That’s how entrepreneurs always justify holding on to a pain in the you-know-what. It’s just “x” amount of money, I can afford it and it doesn’t affect the business. But it does.
Employees see you playing favorites. Even if you complain about the person, they see that person as having immunity — and that’s not fair. You spend countless hours at work and sleepless nights thinking about this person and what you “can do with them.” At the end of the day, if a relationship is severed because you had to do what was in the best interest of the company, then the relationship wasn’t strong to begin with.
I didn’t fire this person. He fired himself. He didn’t want to learn from younger staff who were faster and smarter than he was. I begged him to. He didn’t want to put in extra time to learn new skills and create new plans. I challenged him to. My biggest mistake? Thinking that everyone wanted to grow — including him — and hoping things would change. Hope isn’t a plan. It was tough to cut him loose; however, it taught me a valuable lesson and made me a better leader, manager, and person.
msena35 | March 5, 2016 at 1:00 pm | Tags: Commentary, Leadership | Categories: Fortune Insiders, Leadership | URL: http://wp.me/p4kUAt-6yQL
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