Every single business needs a great level of attention paid to retaining the right staff and culling those that don’t fit the ideal avatar of a suitable employee.

It can certainly be a difficult or tough process to undergo, but in order for your business to be as successful and as progressive as possible, there needs to be a level of measurement applied that will determine which staff contribute the most and those that are the most destructive to your company.

And in coming to terms with those that don’t bring any value, that are a weak culture-fit and that simply can’t grow – you need to get that rifle locked and loaded and begin hunting.

Rifles Ready; It’s Time To Go Hunting 

As a business coach that comes into contact with so many different businesses and entrepreneurs, there’s always an apparent vitality curve that needs evaluation and consideration.

Within the vitality curve you always find a small percentage of employees, around 10%, that sit on the edge with no value to bring to the company; these employees tend to be a bad fit in both productivity and culture. While they work at a slow pace, with low-output and a distinct inability to get certain responsibilities done, these members of staff are to be considered problematic for the healthy operation of your business and need to be pushed out.

The greater portion of the curve, which is generally around 70-80%, will be the staff that perform at an average rate and do the job well-enough to have the business operate effectively. These employees generally make up the majority of your business and keep it functioning at a healthy level without hassles and the requirement to possibly terminate them. I recommend training, motivating and incentivising those that fit in this category.

And finally, you’ll find on the other end of the curve your company’s top performers, also around 10%, which drive your business in the right direction and bring better profits, efficiency and promise. These employees should be treated with a higher level of respect and should be compensated, accordingly. Give these staff members great incentives, prizes and/or motivation to keep doing an amazing job.

When it comes to dealing with the bottom 10%, your poor performers, then it’s recommended that you find ways to get rid of them, either by firing or working them out of the system.

As criticised and difficult as this method might be, you need to cull this group of non-performers, as they act as leeches to the company – constantly feeding off of your business and never bringing anything to the table.

The former CEO of General Electric, Jack Welch, is famous for doing exactly that; firing and getting rid of the bottom 10% of performers on a yearly basis, keeping his top 20% of performers incentivised and motivated, while coaching and training the other 70% in order for them to keep developing and progressing in the business.

Even with a strong defense and great interview approach, there will always be a few rotten eggs that end up in any business, so it’s helpful to divide, categorise and select those that need better incentives, more training or to be culled.

This method is quite popular in some of the biggest companies out there and is often referred to as “rank and yank”, where employees are ranked and yanked out according to how well or poorly they are performing. It ultimately makes way for a better performance culture and the overall efficiency of the business.

It’s Not Always Fun, But It Needs To Be Done

 Obviously it takes up loads of time and energy to proactively get rid of staff and ensure that you’re constantly evaluating which of them make a good fit every year, but you’ll come to see that it becomes a necessary evil.

While it can be highly criticised and seem like a harsh route to take, your business will reap the many benefits that come with a strong, determined and high-functioning environment of performers that have what it takes to keep you on a trajectory of growth.

Keep in mind that you’re not being vindictive or malicious, but rather keeping your company’s best interests at heart.

In the belief that everybody deserves a second chance, you are more than welcome to act on that and give every employee a chance to improve and deliver on expectations. Offer training, coaching and advice to help bring about a change in attitude and if it doesn’t work, then you know that your rifle is in arm’s reach and ready to fire.

Remember that you also might run into dishonest and malevolent employees that might not necessarily deserve second and third chances, but that should be fired and replaced by someone with more promise and that will appreciate the opportunity to work for you.

Also, be open to creating an environment that takes care of average employees by training them and giving them the opportunity to grow in the company. This keeps them hungry and motivated to reach the status of a top performer and will most certainly bring positive results.

Finding difficulty in taking aim of the staff that need culling is a common occurrence and you don’t need to worry, because I’m here to help you with that (and a whole lot more). My coaching services include rifles and ammunition, along with the tracking techniques to sniff out and determine those who are detrimental to your business. Let me in and I’ll show you how it’s done.

We can meet via Zoom call, face-to-face, at the shooting range, or even a traditional phone call will work wonders. Let me know how I can help you:

+2783 253 3339

brent@spillly.com

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