One of the most difficult decisions leaders make is letting someone go. This is especially so when the individual has been with you for a long time and is well-liked. Brian Howard, president of Acts 29 shares a very important thing to consider before pulling the trigger!
Guest Post by Brian Howard–www.contextstaffing.com
Does someone on your team need to go? Are you sure? There is a time when you need to let go of a person on your team. You may need to release a person from your team because of character, competence, or chemistry.
Before you let any person from your team, you must make sure that you have made expectations clear.
You are making a mistake to let a person go when you have not carefully considered whether or not you have made expectations explicitly clear.
Beyond making expectations clear, you MUST ALSO make sure that you have done all you can to give every person on your team regular feedback throughout their time as a team member. Surprising a person by letting them go without first having many conversations is a mistake.
Every person on your team should be getting regular feedback concerning what she is doing well and what she needs to improve on. It’s your job to make sure that happens. It would be best if you had given lots of work performance feedback before letting a person go. When a person is let go, it should never be a surprise.
Also, The best way to ensure that you don’t have to let a person on your team go is to hire the right person to begin with. We started Context Staffing to help you find the right leader, and we can help you be sure with your next team hire. We specialize in finding leaders for churches. Our team spends hundreds of hours searching, recruiting, and vetting potential leaders for your church so that you can confidently build your dream team.