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 qu