No firing decision is ever easy, particularly if the employee in question isn’t outright breaking the company rules or underperforming so bad it’s ridiculous. Substitute the somewhat extreme example of stealing with poor performance or great performance with a toxic attitude and the principle is largely the same – only your decision is harder. No great employee will want to work for you in such an environment. Otherwise, professionalism, accountability, trust, and mutual respect for team members go out the window. That says something about the ethics of the workplace and company culture because there should be rules and deal breakers. It can quickly become infectious as people can easily follow the example and just stop caring about the values and quality of their work. The other problem is that in providing a second chance, you’re actually saying it’s okay to do something bad. Yes, we’ll also try to think of everything and attempt anything to help – but we’ll sometimes also allow the situation to go on for too long. Yes, we want to drive performance growth and witness personality changes that positively affect productivity.
You certainly can’t afford to get caught up with the person you’re supposed to fire rather than why they should be fired in the first place.
That’s just the human psyche, we can’t help it. Now, you find yourself in a situation where you’re always going to monitor that person’s work, looking if they are doing it again, maybe even trying to catch them in the act instead of trusting them. The problem is, you can’t know if it was the first time or a repeat offense (and do they truly need me to explain how wrong it is? I’m not that naive…). Maybe I’d be right, maybe I’d be wrong – but the fact remains that the deed was done. My friend said that would be a mistake, and a stupid one at that.
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