Cecilwampler commented on the following stories on BizSugar
Would You Pay Employees to Quit?
"Johnfaust, Fire and hire has a nice ring to it, but it is not without some problems. You would have to have several factors in place in order to operate effectively. It would have to be used sparingly to be financially beneficial. Hire and fire during a 90 day "probation" period would probably be a good idea. Obviously companies can fire who they want, but they also need to have some merit to their actions to protect themselves legally. Companies have a couple of questions when they start hiring workers. They can hire the best people and pay a premium for them. This is sometimes referred to as hiring eagles. If you need a CFO or CEO, you're going to pay a nice salary and grab the best you can lure to your company. You can also hire good people and train them to be the best. Now you save on salary, but must invest in some training. Regardless of which philosophy you choose, your selection and placement process must be solid. If you're doing a lot of firing, then your problem is you keep hiring the wrong people. "Would You Pay Employees to Quit?
"An interesting idea Lyceum. While the trader principle may seem like the answer, it opens so many other problems I could not go in to here. Who decides what's a fair trade? "What you see as fair is not fair to me. I want a better deal for all my hard work." People will always try to get one over on someone else; try to get something undeserved. We're not all this way, but enough are to ruin this type of system. There are so many principles and theories. I have companies that want a 5S program or a six sigma program because they heard GE or some other company did it. I have friends who are black belt ninja six sigma experts, but now it is less popular. The only lasting trend in business is knowing the when and the why for all these things."Firing a Small Business Employee without Burning Bridges
"I enjoyed your article. It was a nice point to choose a neutral location for the discussion and keep it quiet. Getting fired is embarassing and the thought of being seen as a joke after you’re gone can be infuriating. After coaching an employee through the learning process, the act of letting someone go is usually simple. The employee made my decision for me by their own actions, so how can I feel bad? I would mention that every person isn’t right for every job, and that’s a good thing. I love that you include providing the information they will need to move forward. You don’t want previous employees calling the office or stopping by the office to ask about insurance, unemployement, etc. As the decision maker, you can’t make everyone happy all of the time. Sometimes you have to disappoint a few. It’s not an easy place to be in. Following these tips, being respectful, honest, and fair will go a long way toward building a solid organization and allowing you to sleep at night."Overcoming Your Critics and Work Mistakes
"Lyceum, good question. Obviously, the article was about individuals dealing with such matters, but the organization as a whole sometimes have to deal with problems. Usually, if it gets to that level, it is a huge problem, requiring a lot of work. Companies that have recently dealt with major mistakes or criticism, but have dealt with them okay are BP(oil spill), GM (ignition problems) and McDonald's (changing to healthier menu options). Thanks for the interesting question. You made me think :) "Overcoming Your Critics and Work Mistakes
"Lyceum, Thanks for the question. Criticism can be used to your advantage in two ways: you learn about the critic or you learn about yourself. If you always have something bad to say to me and always look to find me at fault, I'll know more of your agenda and proceed with caution around you. Removing the critic from the situation, I can look at the criticism and see if it has relevance. Sometimes the meanest critics will provide your most honest feedback. Most companies have their own work culture, but allow for constructive criticism. I have an article on the site dealing with failure you should check out. It discusses the value of allowing people to fail sometimes. Most big technology companies, like Apple, are not afraid of reaching for the impossible and the trust is there for some error to occur. "Leading (and Following) from Strength
"Interesting article. I know I enjoy to personally work on my weaknesses, as it allows me to develop in my field. These leaders work to make strengths even stronger and fill the gaps they need in their own teams. Quite a different way of doing things. It would be interesting to see which fields this would be most useful and how it helps the employees overtime as they have not developed their weaknesses over time, but largely had them ignored or hidden in favor of their strengths. Thanks for sharing this information."Subscribe
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Would You Pay Employees to Quit?
"Hey Lyceum, Thanks for the great comment. I think it would be fascinating to make this more of a global question and see how people from various countries may approach such offers to leave their job. When you mention paying the "right" people, you seem to believe the "wrong" people are often rewarded. This is true in some regard and hits on an important idea I would like to share. Often companies say they have a motto of "people first" or "quality is our first priority", etc. But then those who are cutting quality to increase profits are getting the promotions while those following the company line are left behind. Patty McCord, the person responsible for the Netflix plan outlined in the article, mentions that you can always see the behaviors and attitudes a company finds important by following the money, the promotions, and the rewards. Sometimes a company seems to favor people who we believe are undeserving, but these people are the ones who the company truly see add value. This was an idea I outlined to some degree in the article, A Glimpse into the Management Matrix. "