How to Terminate an Employee (Part 2)

Beverly Flaxington is a practice management consultant. She answers questions from advisors facing human resource issues. To submit yours, email us here.

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Dear Readers,

This article follows the one from last week about performance management and the possible termination of an underperforming team member.

You have done your work to coach the person, you have given them warnings and time to fix things and you have put them on a performance management plan. But nothing is working. It happens; it doesn’t mean the employee is bad. They might be in the wrong role at the wrong time. It doesn’t mean you are not a good coach. You might not have been able to get through to this person. It doesn’t mean the employee couldn’t add value somewhere else in your practice or firm.

It means you have reached the end of a road with this person, and it is time to move on.