How quickly should you fire someone? (plus how to avoid bad hires)

In our Introverted Visionaries 6-Figures Plus Mastermind call last week, one of my clients asked a question — “what kinds of things are considered red flags enough to fire someone“? Chances are, if you are thinking that question and feeling hesitant about someone, your intuition is trying to tell you something. Another client of mine who has been in practice for over 30 years jumped in and said that when she’s kept someone around after noticing red flags, she has eventually fired them. What have you noticed in your own practice?

If you give people a chance, give yourself a specific time frame upon which you’ll let them go if you aren’t happy with their performance. That way your desire to be nice and other factors don’t cloud judgment.

How many times have you talked yourself into keeping someone when you were intuitively not sure about the person? I used to do that frequently. The times I’ve done that, if I were to have a hard look at myself, it’s because I was afraid of not finding someone quickly to replace that person whose role I felt was much needed. In the end, it was more energy draining and bad influence on the team than if I had no one in that role at the time. Here’s what to have in place, so you’re more confident with firing someone who isn’t the right fit ASAP:

STEP 1: Be “window shopping” when you don’t need someone desperately yet. Something I learned from my days of being an expert in recruiting and being paid five figures by companies to find top talent for them when they were having trouble doing so (believe me, it was not easy to find top talent)—is to be shopping before you need someone. Just as you shop when your clothes don’t yet have holes in them, it’s good to have ads up periodically, even if you aren’t actively hiring. Sometimes people may unexpectedly leave and then you are left hanging with no help. Also, sometimes the best talent comes when you’re not in a desperate hiring situation.

What if you could avoid having bad hires?

STEP 2: Have an effective interview process and find out real answers to questions you want to know about.  Do you ever get tired of asking interview questions that give you the typical generic “I’m a good team player”, “I work hard” kind of answers? You wish their answers were more insightful. It can be difficult getting people to truthfully talk about what they are really like and what their weaknesses are. What if you could find out things that were more revealing about who you are considering?

Here are a couple of awesome interview questions you may not have heard of before (and which are brilliant).  They are adapted from the book “Who”:
During the actual interview, ask this multi-part question, “What are the names of the last three people who supervised you?  When I call them, what are they going to say about your performance on a scale of 1-10 (with 10 being the highest)?”

“What would cause them to give you that rating?”
“What would they say about the areas you needed improvement in back then?”

Asking these questions will more likely to get you more revealing answers than the “I’m a good team player” generic answers, because you are letting your interview candidate know that you are going to be contacting their supervisors and their answers will be verified.

What are other extremely insightful questions (that you don’t typically hear), and what else to do in the interviewing process that will get you to the heart of what someone is really like?  Stay tuned in a future blog article where you will learn what they are and what Step #3 is, so you are more successful with hiring the right people who take the load off you.

Do you feel stuck at low 6 figures?  Having a low 6-figure business can be a painful business. You don’t like managing people. You wish you could just see patients and the practice would run on its own. You work harder and don’t necessarily get that much further ahead. Your expenses are high and you try not to think about how much money you need to make every month before you even break even. The truth is, it can actually be much easier at high multi-6 or 7-figures. You just need to have some important (and often overlooked) key things in place.  Get some answers.  Apply for your 6 & 7-Figure Quantum Leap Breakthrough Session now:

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