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Try and explain from more than one perspective. Often, we have been on the receiving end of this. Try looking at it from the executive point of view.
if you fire someone first of all you have to remember how he joined the company , he had an interview maybe with you yourself , he was tested for 3 monthes then he has become permenant , it means you have to fire yourself first because you don't know how to evaluate a person , firing people must be the last option , everyone has got a skill , you have to find out before firing anyone how to re utilize him in the organization specially of you spent money , trainings, time, efforts on him,
, the leader should be smart and good thinker to adapt the team behaviour and to increas their productivity, he should use all the tools to keep them on track ,but if the employee insists on disobeying orders and never learn at that time it is better for him and for the company to find another job, now you call for a meeting with your team and tell them how you tried helping that employee and how he was careless . now it is fair and reasonable to fire him
You can't avoid it. The leader has the right (and the duty) to fire when it is appropriate, and everybody knows that. There is no point in pretending it isn't there.
I think your question is really, should you use it explicitly? Well, yes of course, when it is appropriate. You have to mean it though, and follow through on the threat if needs be. (While following the proper procedures of course.) There's nothing wrong with saying, "Do this, or you'll be fired."
With team members, threats (sticks) should normally be accompanied by potential rewards (carrots). Carrots usually work better than sticks, and sticks should only be used when absolutely necessary.
I would go further and say that actual firing can sometimes be used as motivation.
But if a team member has a problem, always start by trying to understand what's really going on. Firing - threat or actual - is a last resort. (Well, ok, the threat is technically the penultimate resort .....)
You cannot avoid it,however it may have a bad impact on your team instead of having a good impact.If you threat an employee about firing,the other employees may also lose trust and confidence in you.It is important to motivate employees.It is important to make them understand their mistakes,however threatening to fire is not a good option in my opinion.
I think it is the last solution to fire someone. First is important to communicate, to understand his point of view.
Secondly to analyse if his issues or way of thinking is in keeping with the solution you can provide.
Finally if each trial didn't bring an exit from this situation, the last solution is to threaten him the possibility to fire him...
Here is my take on it. I have been in the position, where as a leader, I must consider the option of "Letting Someone Go". I think that it goes without saying that this is an option not to be taking lightly, as well as it should only be used when appropriate.
Setting aside for a moment, regardless of our position, there are most likely policies and procedures that have been implemented by our respective companies, that take our input into consideration, but ultimately tell us who we can and cannot fire.
Now, with that said, I personally never threaten firing someone. I think that it is such an obvious outcome to poor performance, that I don't need to threaten anything. Is it not our jobs as leadership to evaluate the individuals in our charge? Evaluate their strengths, weaknesses, and very importantly, their fit in the organization? As a part of that, we may find that an individual just doesn't like working with a particular team, perhaps a project, or could be unhappy with his/her benefit package after the company purchased a new insurance provider. I myself , have discovered many people simply need this detailed evaluation, to see an improvement. I can also use this opportunity to guide them out the door, by supporting their decision to look elsewhere.
Let me be clear, I am not saying that it is wrong to use firing as a tool, but it is one that I keep in a big toolbox. Threatening anyone, with anything, NEVER has a positive outcome. Getting to the core of the issue and helping the individual to independently correct or eject themselves seems to have worked for me.
Thank all for your comments.
Marc
