An “oldie but goodie” video from July 2010
How do you know when to fix something vs. fire the person?
Problems will always arise from time to time in our working relationships, the key is to make sure that you don’t let them drag on too long. There is a strategy that I like to use when it comes to knowing if something is fixable or if it’s time to let someone go…
(Is it just me or am I talking really fast in this video? LOL)
Would love to hear your thoughts – be sure to post them here, k?
Tina, You have no idea how timely this is! I’m on the other end of this where I need to consider letting go of a client, but I think the same rules still apply. This client has 2 strikes already and is slowly working on the third. It’s confirmation that I have to apply my business mindset and be do what needs to be done to make room for the next great client.
it does go both ways, great point!
Great tip here Tina! When I mentor entrepreneurs on delegation to grow I find this is the hardest area…knowing when to fire vs. fix. My rule of thumb is a) did you train them well enough to do it without you b) have you provided them the right resources to be success c) do they have enough time (or are you overwhelming them). If the answers to these are all yes…and they are not performing…its time to let them go.
Thanks for the great resources you are building for all us entrepreneurs!
Melanie Benson Strick
America’s Leading Authority on Optimum Performance
love those 3 questions Melanie, awesome!
Great video filled with powerful information. Thanks for sharing this “oldie.” I hope you decide to send video 8.
You can find the rest of these “oldie” videos here Laura – http://onlinebusinessmanager.com/blog/archives/category/free-videos
Wow Tina, thank you for this. I actually used the “What do you think is a solution?” But actually said, “What do you want from this situtation?”
Really, I wish I had been given three strikes myself in more situations, and in some, just one would have been nice, if it really meant there was a level of communication like you describe.