Love ‘em or hate ‘em you can’t live without ‘em. If you want to build your business to levels that will pay while you’re retired, you will have to maximize your time and hire employees to delegate work to. However, if you don’t take the time to thoroughly follow a process to hire the “right” person for the appropriate job, everything will decline from there.
When you have an employee positioned incorrectly in a job, many times whose personality doesn’t fit their primary responsibilities, you probably already know. The tell-tale signs reveal themselves here:
- Do they avoid doing the very thing they were hired for?
- Is their performance less than adequate?
- Are they unhappy?
- Do they make those around them miserable and FRUSTRATED?
- Do you constantly have to explain the fundamentals of their responsibilities?
- Are you ready to pull out your hair?
Then you may have an employee who is misplaced and out of position in the workforce. You’ll do yourself and them a favor if you’ll either find the right fit for them, a different role meaning one that fits them, or let them go! (Personally I’ll go the extra mile any day to help make it work for them to stay!) However, I hear it all the time, “Being let go was the best thing that ever happened to me. I would have never left on my own, and I wouldn’t have found this work that I do love. Without being let go from the position I was in I would have never been forced to find my new position, and I love it!
Let me tell you about Sam. Sam was the Executive Director of a very large organization. He was a very kind, considerate, thorough, conscientious person. And because of these very traits, when he was asked to make a decision it took forever, or not at all. It wasn’t that Sam was incompetent, not in the least. He was in fact, the opposite. He was so afraid of making the wrong decision making no decision at all was the better option. That was until I can on board. After doing a comprehensive needs assessment with the key stakeholders of the project it became evident to me that Sam was probably out of position. This project had come to a near stand still as his executive team awaited answers regarding crucial decisions only Sam could answer. Without answers, the advancement of their project was stalled. With some coaching of the staff as to how to appropriately approach this behavioral style person, everything picked up and began moving again. The only problem was that Sam was now calling me from another city running questions by me that I knew the right behavioral style executive would have no trouble deciding. After a few more months coaching and with the right assignments Sam approached me and asked if we could do a nation wide executive search. He said he knew he had taken the project as far as he could and felt it time to send the reigns to the next executive director. I was so impressed with this man’s humble clarity. So, so impressed he would, for the sake of the project and staff, make the decision to step down and allow another to take over. After acquiring the next E.D. I ran into Sam one day and asked him how he was doing and he said he was thrilled to not be the one had to make the final decision. He said he much preferred the role he was in and that he had a better family life as well. To this day, he holds my highest regard, as I think he was very brave an incredible leader to recognize his dilemma and know it was time to step down for the sake of the organization. Not many men would do this, giving up the title, accolades and perks that go with such a position. This is what coaching, patience, and the right materials will do!
If this post sounds familiar with you, but you’re still not sure, give me a call. As a Business Coach and Executive Coach, I can spot an out of position person in no time! And, we can use the “DISC Profile” to be absolutely sure. With the profile, I can coach any employee to discover for themselves where the best fit for them will be. You’ll be glad as a leader/manager you did! It’s the first main responsibility of managing people. Making sure their behavioral style fits the requirements of the role they’re in!
Does this sound like your story? If so, please share it with us below! We’d love to know. . .