Sometimes there are no truer words when it comes to leading people. I work with a company that has hired five people for the same position over the last 7 years. It is a tough job in that the person has a lot of autonomy, it involves mostly computer work and has surge work but should all be finished in a traditional 40-hour work week.
As we were discussing their next steps, we agreed that they need to invest in their latest person who was not meeting expectations. There is a myriad of reasons why it is better to invest versus removing the person- it is costly, disruptive, and no guarantee of better performance. But the biggest one is that it is forcing my client to look in the mirror and decide how they want to lead this person.
When you see constant turnover in a position, department or company, it is not always because they hired the wrong person (despite what they tell you on an interview). Sometimes it is because the people leading are not doing it right. They lack the skills, finesse, tact, direction, or interest to lead effectively. The leader may not be equipped to be a leader- having been thrust into the position through sole contributor competency, attrition or need. The leader may not be ready to handle the stresses surrounding leading and fall into a shell.
Or the leader may just be a manager- focused on their job, making their bonus, and not rocking the boat. They may give too much space to their employees because they are too busy, distracted or overwhelmed themselves. They may look and only see flaws and decide to harp on shortcomings and demotivate their team.
A true leader understands that when a team member fails, so do they. They did not reach that person to maximize their potential. They failed in their most basic duty- motivating their team to meet and exceed expectations- their company’s, team’s, and personal ones. Before you eliminate a person because of performance, take a second to make sure you did all that you could to keep that person liable in your company.