A weekly article that I never fail to miss is “The American Entrepreneur” by Ron Morris. I have always found his articles so “real world” that, if I don’t already relate to the situations described, I feel that I better pay attention because I likely will in the future.
Ron’s most recent article, “Badges,” talks about three of the most difficult situations a manager faces. The third situation is the process of firing an employee.
While the termination of an employee is usually perceived as an indictment of that employee’s performance, Ron sees two sides of the firing coin. He writes “Never forget that your termination of an individual is at least 50% your fault. You mis-hired in the first place. You didn’t use the modern tools (Wonderlic, Predictive Index, behavioral interviewing) and you probably, somewhere along the way, took a shortcut. And, of course, you may have skipped a step or two in training. So many failed employees end up on the scrap pile because they were poorly trained or not trained at all.”
In my line of work, I see all sorts of perceptions of training. Some companies view it as a critical piece of their strategic plan to achieve significant improvement. Others treat it less seriously.
But, when training might make the difference between enjoying an employee’s long-term contributions to success and the terrifying process of firing an employee – in the article, Ron describes a situation where a terminated employee threatened to be “back with his M-16” – it seems like a worthwhile thing to focus on, don’t you think?
To Your Career,
Charles Dominick, SPSM
President & Chief Procurement Officer
Next Level Purchasing, Inc.
Struggling To Have A Rewarding Purchasing Career?
Earn Your SPSM® Certification Online At
Next Level Purchasing . com