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How to Know When to Let a Team Member Go
As a leader myself, I take personal responsibility when a team member of mine is not performing and ask myself where I may have dropped the ball or what tools or resources have I not provided for this person to be successful. There comes a time, however, where I also have to consider if it isn’t me but rather it is time to stop investing in the employee. This week’s episode 70 of Female Founders Breaking Boundaries is about knowing when to let a team member go!
Have you ever felt like you were WAY too busy, stressed out, burnt out, and overwhelmed, so you were advised to delegate some tasks to take things off your plate and free up some time? Except, maybe it didn't work. If getting out of the day-to-day in your business was as simple as hiring more people, then why are you still feeling overwhelmed and burned out? You are not alone! Sometimes, simply delegating tasks doesn’t work and instead shifts your workload from “doing” to “managing.”
I invite you to use the exercise that our own C-Suite clients use to take the first step in turning your team into a well-oiled, self-managed machine- and get you out of the delegation catch-22. Download the exercise here to get started!
In this episode of Female Founders Breaking Boundaries, I’m sharing the importance of supporting your team members that are willing and able to continue contributing to the company. I also talk through how you can use the methods outlined in this episode to determine if it might be time to stop investing time, money, and resources into a team member. Some of the things I cover in this episode are:
- Celebrating Lauren Chamberlain, a decorated athlete and now commissioner of the women’s professional fastpitch association for appearing nude on the cover of ESPN’s body issue magazine to represent athletes and individuals of all body types.
- How to use the conscious competence matrix and the “gets it, wants it, has capacity” model to identify if working with a team member on their pain points will resolve performance concerns.
- Breaking down the “hire slow, fire fast” phrase and how this can help your business.
- Letting your tools (systems and processes) speak for themselves when it comes to letting someone go.
- Comparing the EOS GWC tool and the conscious competence matrix.
- My thoughts on trusting your gut.
If it becomes clear to you that improvement is not going to happen, let the employee go immediately. Keeping them on is not only doing a disservice to your business but to that team member as well.
If you enjoyed this episode, take a screenshot of the episode to share and tag me! And don’t forget to follow, rate, and review the podcast and tell me your key takeaways!
Learn more about Female Founders Breaking Boundaries and Casey at https://she-suiteboutique.com/podcast/
CONNECT WITH CASEY GROMER:
Company Persona
Work with Casey Gromer!
Book an Advisory Call
LINKS MENTIONED IN THIS EPISODE:
Laurenchamberlain.com
Lauren Chamberlain IG
FFBB: Are You Operating in Your Zone of Genius?
FFBB: Accountability is Key
FFBB: Should You Hire to Hit Your Goals?
Stacking Your Team
View all episodes
By Casey Gromer
5
2828 ratings
As a leader myself, I take personal responsibility when a team member of mine is not performing and ask myself where I may have dropped the ball or what tools or resources have I not provided for this person to be successful. There comes a time, however, where I also have to consider if it isn’t me but rather it is time to stop investing in the employee. This week’s episode 70 of Female Founders Breaking Boundaries is about knowing when to let a team member go!
Have you ever felt like you were WAY too busy, stressed out, burnt out, and overwhelmed, so you were advised to delegate some tasks to take things off your plate and free up some time? Except, maybe it didn't work. If getting out of the day-to-day in your business was as simple as hiring more people, then why are you still feeling overwhelmed and burned out? You are not alone! Sometimes, simply delegating tasks doesn’t work and instead shifts your workload from “doing” to “managing.”
I invite you to use the exercise that our own C-Suite clients use to take the first step in turning your team into a well-oiled, self-managed machine- and get you out of the delegation catch-22. Download the exercise here to get started!
In this episode of Female Founders Breaking Boundaries, I’m sharing the importance of supporting your team members that are willing and able to continue contributing to the company. I also talk through how you can use the methods outlined in this episode to determine if it might be time to stop investing time, money, and resources into a team member. Some of the things I cover in this episode are:
- Celebrating Lauren Chamberlain, a decorated athlete and now commissioner of the women’s professional fastpitch association for appearing nude on the cover of ESPN’s body issue magazine to represent athletes and individuals of all body types.
- How to use the conscious competence matrix and the “gets it, wants it, has capacity” model to identify if working with a team member on their pain points will resolve performance concerns.
- Breaking down the “hire slow, fire fast” phrase and how this can help your business.
- Letting your tools (systems and processes) speak for themselves when it comes to letting someone go.
- Comparing the EOS GWC tool and the conscious competence matrix.
- My thoughts on trusting your gut.
If it becomes clear to you that improvement is not going to happen, let the employee go immediately. Keeping them on is not only doing a disservice to your business but to that team member as well.
If you enjoyed this episode, take a screenshot of the episode to share and tag me! And don’t forget to follow, rate, and review the podcast and tell me your key takeaways!
Learn more about Female Founders Breaking Boundaries and Casey at https://she-suiteboutique.com/podcast/
CONNECT WITH CASEY GROMER:
Company Persona
Work with Casey Gromer!
Book an Advisory Call
LINKS MENTIONED IN THIS EPISODE:
Laurenchamberlain.com
Lauren Chamberlain IG
FFBB: Are You Operating in Your Zone of Genius?
FFBB: Accountability is Key
FFBB: Should You Hire to Hit Your Goals?
Stacking Your Team