"Hire & Fire" a phrase that India inherited from the western world is something we should never give much importance to. Our work culture and our culture should blend in. We cater to the needs by blending in job skills with people management ability. The moment you decide on fire, the first thing that happens is you are giving a strong signal for others to move. So, should you retain during difficult situations? Here's how we can possibly handle this situation...
1. Don't ever let dead weight get into the system, this means recruit very carefully. Let HR, Operations and even technical team evaluate a candidate for all aspects.
2. But even if you hire a non-performer, impart training and document the process to change him/her for good.
> At times, the end customer may decide to downsize a team because of past imperfect performances. A strong team can help you decide in your favour
So yes, if this member doesn't improve in course of time, let him/her go but this movement is more open and candid and this is creating a healthy pressure. But the team manager should take the team into confidence and let them know clearly on what basis the action has been taken. A document KRA always helps (Key Result Areas)
3. But sometimes when the client wants to downsize, you don't have much options and this is where the senior management should show exceptional people management skills.
> Scan internal processes widely and see if anyone will fit there
> Tie-up with consultancies and discuss the situation openly and let these employees be shown the direction to another great opportunity. (It pays to be a good guide master, the impact of positive publicity always outweighs the time and effort)
> If you an afford, let the best employees be kept on the roll even if they don't have a job for one or two months and keep scanning for opportunities
More to follow...
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