Member Jim Harrison Speaks: Rip the Band-Aid Off Now.

The Challenge:

The case at hand was brought by the CEO of a company whose longtime employee was gossiping and exuding negativity into the company culture. The CEO was torn between letting the person go or working through the difficulties in light of the loyalty the employee had shown over the years.

If you were in this situation, what would you do?

If I were in your position, I’d waste no time in letting this person go. Procrastination only hurts your business more.

We’ve been trading insights in this group for over five years. I can say with confidence that you wouldn’t be where you are today without your strong team behind you. This employee you describe is not a team player. He is, in short, poisoning the well. I know this person has been loyal to you for over a decade, but that is insignificant in light of the damage being caused to your corporate culture. Act now. Spend a week with your legal department and get all your ducks in a row. Put together the right package and pull the trigger.

Reluctantly, I had to let a few people go recently, one of whom had been here for quite a long time and was an exceptional contributor, initially. Overtime, this person proved disloyal and disruptive to our bottom line. Not to mention the constant acrimony and locking horns with my department heads. So, for the good of the organization and the preservation of our culture of fairness and collaborative work; we let that employee go.  I know you care about your employees’ well-being, and so I recommend you organize a full outplacement package for those employees who need to move on. Provide resources so the person can begin a career search and help them write his or her resume. Make available key training, support and mentoring. He or she will be extremely happy to get that support as they move on to find a better fit in the professional marketplace.