Over time, hiring new talent for your MSP business becomes easy. You understand your needs, the hiring process and the kind of talent you need to fill in different positions. However, building your team means that you have to fire people occasionally. As the business landscape changes and your needs evolve, you might need to let some people go to bring in new talent.
Unfortunately, such changes might put you in a position where you have to fire good employees who do not fit into the new structure. However, before letting go of good employees, you need to understand different situations that warrant the tough call.
Changing Roles or Evolving Company Structures
Roles change depending on the overall structure of the company. For example, a startup might require developers and designers. However, as the company grows and the products improve, you might find yourself in need of a technical team to maintain the product. Once your workplace no longer provides developers with the challenge they need to grow, it is time to let them go.
Make the decision easier for you and your team by understanding the role of everyone on your team and the environment that brings out the best in them. For example, there are people who enjoy the challenges of fundraising and meeting with new clients, but when it is time to build structures and deliver on the promise, they become bored and start looking for a new challenge. If your company is not in a position to provide this kind of challenge or environment, consider firing the individual and bringing in someone who fits in with the new structure.
Once it is time to make the tough call, understanding your reasons concerning their role or the overall changes in the company will make the process easier. You can justify the decision and even provide insight that might help the person plan their next career move easily.
Embrace the Process
Your role as a human resource manager in an MSP business puts you in different positions where you have to make the tough calls. You are in charge of the human capital, and many of the decisions you make affect people emotionally. In your role, you get to watch people grow, share in their secrets and support their dreams within the business.
This interaction with the team makes the firing process hard, especially when you know the individual is a good employee. However, your approach to the process can affect your company’s relationship with former employees, your reputation and your business’ ability to attract quality talent in the future.
Make a list of the business needs that make the decision necessary; this will help you understand and accept the process, thus making it easier for you to communicate the same to the affected employees.
Look at the big picture; every individual in the company is replaceable. Once you look at the role of the individual in the bigger picture, you start to appreciate the fact that the company can afford to lose a few people.
Make a list of different ways the company and the individual can benefit from the decision. For example, you might highlight that there is no room for growth within a specific role in the company. Alternatively, point out to other opportunities in the market that would benefit from the person’s unique talents. Once you communicate your decision, thank the individual and offer to provide a recommendation if they need one in the future.
To fire a good employee is not easy; you need to prepare yourself to deal with strong emotions and even resistance. If you are making the decision because of changing roles and the person volunteers to change departments or acquire the skills needed for the new role, consider keeping them on a trial basis. Communicate that this is a trial and provide specific conditions that will influence your decision after the trial period. Sometimes a good employee is going through a rough patch and a new lease of life throughout the trial period. This trial period might help you rediscover their value and contribution to your MSP business.