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Acquiring and managing good talent is as difficult as it has ever been. Businessman Ty Rhame offers valuable advice for business owners and managers to help with this issue. Having learned solid leadership skills in the US Air Force, he has applied them in the business world. As an entrepreneur in his own right, Ty has passed on valuable knowledge to others and relishes his role as mentor to many.
According to Rhame, managers and business owners should take their time when hiring new staff members rather than rushing into it. This is important because you need to make sure you choose the right person for the job. Choosing hastily without regard to organizational fit might create a serious negative impact on the business. Among the things to examine are background, references, past experience, and personal outlook. One’s outlook on life and business is critical to determining how they fit in the company’s culture.
When businesses find that they are in a hurry to bring in new staff due to unexpected growth or someone leaving with little notice, it is difficult to take the time to make the right decision. It is better to think of a short-term backup plan such as bringing in an experienced contractor on a short-term basis while you take your time finding a new permanent employee. This will vastly reduce the risk of you making the wrong decision and hiring someone that will not really benefit your business. Thinking short term like this will allow time to analyze the growth and overall staffing to see if there are opportunities to re-organize people and tasks.
What about firing?
When it comes to firing someone, Rhames believe that you need to do totally the opposite of when you hire someone. He suggests that when you are firing you do it quickly rather than pondering and stressing over it, which then gives you time to change your mind. Sometimes, this mind change can be unjustified and may simply be the fact that you feel guilty rather than the fact that it is wrong of you to fire the person because of their professional capabilities. Keeping someone on just out of pity will not do your business any good and it won’t even benefit the employee in the long run because they will never learn. The experience of firing someone is generally difficult at the outset, but often in retrospect leads to a better situation for all involved.
Firing someone is never a task one looks forward to, so it is little wonder that so many managers and business owners prefer to keep putting it off. However, the longer it drags out the worse the situation will get and the more your business and the morale of other employees will suffer. Firing someone is a little like ripping off the proverbial bandaid in that it is better to get it done and over with rather than pondering over it and going back and forth in your mind. That said, do make sure that your rationale for separating someone is well documented and looked over by a human resources professional.
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This content is sponsored by M Rafiq.
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Photo credit: Pixabay