Are you firing FAST?

Why Firing Fast is Crucial in the First 90 Days

When it comes to building a strong team, hiring slow and firing fast is a mantra that can save your organization time, resources, and potential headaches. The first 30, 60, and 90 days of employment are critical for assessing whether a new hire aligns with your company’s core values and expectations.

Understanding the Introductory Period

Before diving into the specifics of firing fast, it’s important to understand the introductory period. Many states have a 90-day trial period where employers can let employees go without cause. However, always check your local employment laws to ensure compliance.

Spotting Red Flags Early

During the initial weeks of employment, be vigilant for any red or yellow flags. If an employee exhibits concerning behavior, address it immediately. For instance, if punctuality is a core value and a new hire is consistently late, have a candid conversation about expectations and consequences.

Addressing Core Value Misalignments

Core values are the backbone of your company culture. If a new hire disregards these values, such as safety standards in a manufacturing environment, it’s essential to address the issue promptly. By tying the behavior back to a core value, you reinforce the importance of these principles within your organization.

Taking Decisive Action

If problematic behavior persists despite warnings, it may be time to let the employee go. This decision, though difficult, prevents further disruption and maintains the integrity of your team. Remember, it’s better to address these issues early rather than allowing them to fester.

Conclusion

Firing fast is not just about removing underperformers; it’s about preserving the health and culture of your organization. Address issues head-on, tie them back to core values, and make decisive moves when necessary.

If you have questions or need personalized coaching on personnel issues, schedule a session for tailored guidance.