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Terminating someone’s employment is never easy. Knowing when to fire someone, at times, is even harder. The next time you’re thinking of firing an employee, but just not sure, ask yourself these questions. One: If this person came to you and said he was leaving, how would you feel? If you feel happy, that person should be let go. If it would upset you, then more work is needed to salvage the relationship. Two: if this person were applying for a job today, would you hire him? If the answer is absolutely no, then it’s time to cut him loose.

 

What methods do use in determining when to pull the trigger?

  • 1 month later...
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My experience has taught me to pull the trigger early. You will know the difference between an employee who has potential and one that is hopeless. Not pulling the trigger early is not fair to you or to the rest of the team.

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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