There are distinctions and questions you must be aware of related to the employee life cycle.
When you meet the very best candidate, hire them fast! Why go slow or add time to the process? The candidate will not wait. Someone else will see their value and move fast to hire them.
Distinction: If you are not finding great candidates you must stay with the process until you do. Do not compromise standards for speed. When deciding to fire someone you need to take time to check yourself, so go slow! Answer some key *questions with radical honesty first. Many leaders want to move someone out after a series of issues not yet discussed with the employee.
They let the employee underperform for months (or years!), they lose patience and seek a quick way out.
*Have I… – given the employee clear, valuable feedback?
– been honest and clear about expectations?
– been consistent with my supervision practices?
– provided time and training to improve?
– let my emotions drive this process?
Distinction: Answer these then seek feedback from human resources. Now it is time to move fast! Remember, your self-reflection comes first, your decision to fire or not is secondary.