Succession Secrets

I just had a session with a client, who is aggravated for having to fire a couple of her employees. Firing is tough, but it is required for high-performing teams.  It weeds out non-performers  It “rewards” high-performers,and It puts medium performers “on notice”  Jack Welch instituted the 20:70:10 firing policy for each GE departments.  It served GE well.  Firing is healthy even for high-performing teams It keeps the leader engaged It facilitates “fresh blood” to constantly flow into the workplace It eliminates complacency Firing is often good for both employer and employee.  The former can maintain a vigorous workforce, the latter can move on to a fresh start sooner, armed with lessons. Firing doesn’t have to be negative, if it is done with COMPASSION. I have shared on the show my own personal stories of having to fire people and having been fired myself and how positively it turned out in each case. It is OK to fire of you CARE about your employees and help them find a positive path. Que