Telltale Signs When To Hire Or Fire Employees

When you signed on as a manager, you knew it might get tough. If you’ve been a manager for a while, you know how tough it can be. While a manager has many challenges each day, the toughest might be deciding when to hire and when to fire employees.

If you hire the wrong person, your company will lose money until you fire them. If you fire for the wrong reason, you’ve ruined someone’s career and now have to go through the hassle of finding a replacement.

Noticing When It’s Time for a Change

When doctor’s make a diagnosis, they usually have to identify what symptoms the patient has. The same approach can be used when deciding when to hire and when to fire.

What signs should you look for when hiring or firing?

Let’s go over 10 signs for each side of the coin:

10 Signs it’s Time to Hire

As a business grows, it becomes harder to keep up with the work. Still, despite this rather obvious sign, a manager may need a few more signs to admit that it’s necessary to divide revenue and responsibilities with a few more people.

Here are 10 signs you need to hire someone:

  1. When people are staying longer at work to finish up their jobs because if they don’t clear their projects today, they will start falling behind tomorrow.
  2. When the rate of business growth slows down because overall productivity has dropped and almost everything appears to be increasingly inefficient.
  3. When new opportunities show up but everyone is reluctant to assume responsibility for seizing it.
  4. When fatigue and overwhelm become the rule rather than the exception.
  5. When the company starts losing money because of an increasing number of unnecessary workplace mistakes that are beginning to undermine the corporate culture. These are often symptoms of stress and overwhelm.
  6. When the emphasis has switched from innovation to maintenance.
  7. When people are taking on work they have no idea how to do. Since they don’t know what to do, they turn in poor quality work.
  8. When the top people in an organization are doing grunt work because there is no one else to do it. Meanwhile, their high-value, profit-producing work does not get done at all.
  9. When the boss is trying to do everything himself. As a result, the ship has no captain, just another deck hand.
  10. When it has become difficult to evaluate employee progress because there is not enough time to pay attention to the big picture.

If more than half of these 10 signs can be seen, it shows an urgent need to hire more people. Unfortunately, in a technology-based company, the traditional hiring process may take too long to save the business. When things get too critical, it’s important to fix the problem quickly. One solution is to use a staffing solutions company who has already vetted the right candidates. Companies like Extreme Technologies Inc can tap into a database of hundreds of subject matter experts (SMEs) to quickly provide a workplace with seasoned professionals.

10 Signs Its Time to Fire

Firing employees is never easy, but sometimes it’s necessary to restore the corporate culture or save the company from hemorrhaging money.

Here are 10 signs when it’s time to let someone go.

  1. The employee shows obvious signs of workplace dissatisfaction. He or she, for example, remains persistently negative and apathetic. He or she doesn’t do much work and appears to discourage others without even saying a word. Just their attitude is contagious.
  2. The employee often disappears from their desks. They might show up late to take on assignments, take longer breaks, drag out field assignments, or leave work early.
  3. The employee likes to argue and become disagreeable for reasons that don’t make much sense. It’s possible that someone argues because they envision a better way a task can be done, but arguing for no clear reason indicates a lot of suppressed agitation and aggression.
  4. The employee’s productivity is at an all-time low. They appear to be much slower at doing tasks that they previously performed quickly and well. They only pretend to be busy when a supervisor is in sight.
  5. The employee has begun to gossip about colleagues and complain about management policies.
  6. The employee appears to be working on getting another job. They are gradually moving their personal effects out of their cubicle and spend a lot of time on non-work related phone calls. They also call in sick more frequently than usual.
  7. The employee has been overheard mocking the way the company runs its business.
  8. The employee appears to be baiting management to fire him or her by making unreasonable demands.
  9. The employee has not been able to keep pace with the knowledge and skills required to do his or her job properly. He or she is rapidly becoming redundant.
  10. The employee does not do the work asked, but has numerous excuses why it was not done.

Tough Decisions to Make

It’s never easy to figure out when to hire or fire because both ends of the spectrum have manifold consequences. However, it’s difficult to create a positive work culture when people are either overwhelmed or dissatisfied and it’s important to figure out the underlying reason for their behavior before taking action. Going through this brief list of signs will help identify what to look for when either hiring or firing.

The post Telltale Signs When To Hire Or Fire Employees appeared first on Small Business Can.

This post was originally published here - on thinkbusiness

How Can You Get Individual Superstars to Work Together?

When you have a small business, you need to have the best hire to be part of your tram. However, it’s not always a piece of cake to gather aces and put them on their best places and get them to work altogether.

Most managers are then faced with the question on how to combine their talents, skills, and brains for one project and lead them to work harmoniously.

Vince Lombardi believes that the secret to building a team of superstars is to motivation them to work towards a common goal. But even if we’re not talking about sports, the same motivation is quintessential in any team, especially in the workplace.

In the Team Effectiveness Review led by Elaine Yew at Egon Zehnder during the late 90s, she discussed the six critical team competencies that can make an A-team thrive.

Let’s explore the six ingredients that make individual superstars work great with a team.


It’s not enough that the team understands the importance of diversity of skills and strengths. They should be also willing to incorporate them. Dan of The Leadership Freak noted about 13 reasons why teams lose momentum and one of them is dominant members who cause others to feel insignificant.

As the leader, you are responsible to help your members understand each other’s skills and strengths despite the fact that superstars tend to be “me-focused”. By identifying each superstar’s motivation, you can work around how to best motivate and inspire them to work with others without feeling the need to be always be on the spotlight.


An ambitious team thinks about long-term momentum at a high level. Superstars are naturally driven individuals who always have the thirst for victory and excellence and each member’s enthusiasm would easily rub off on others.


Do your team members understand the larger team purpose? If not, you may want to direct all theirefforts on one central objective. It’s time to leverage their thinking. TribeHR Staff said businesses are most successful when employees’ personal goals are aligned with that of corporate goals. Yes, while each member may have personal goals and priorities, team leaders should aim to make the business thrive and ensure that each team player’s goal aligns with that of company’s.


Author Margaret Heffernan said that social capitals make a group resilient. By that, she means trust, knowledge, reciprocity, and shared norms. If you are a team leader, it helps to show your team the outcome of their collected efforts. Writer Glenn Llopis said one of the ways to inspire a team is to make them feel that their hard work makes a difference beyond just profitability.


One of the biggest challenges to teams is how to deal with pressure not only individually, but also as a team. You may encourage your team to try a few quirky de-stress hacks such as photography contest activities or simply employee’s day out. After a super-busy week, your team deserves relaxing and reenergizing activities to keep them motivated and happy at work.


Do the team members’ value engaging with the broader organization? When each member has connection to one another, it becomes effortless for them to share ideas, concerns and contribute towards the common goal better.

Having great individuals work together as a team is a great opportunity and a challenge to focus on the over-all and high level goals. By focusing on the over-all objectives, one can minimize the potential clashes within the team and make the best use of individual talents, skills and take advantage of the adversity of the group.

Having aces on their best places allow each team member to feel significant without having the need to be constantly on the spotlight and think more of the common goal as opposed to focusing solely on individual ones.

The post How Can You Get Individual Superstars to Work Together? appeared first on Small Business Can.