There will be times that your MSP company will have to fire people. Firing is never fun for anyone— it means you’re losing an investment and somebody you’ve forged a relationship with is losing a job. But if you want to be a good leader and a good manager, you must fire people sometimes. If they steal, lie, cheat, severely underperform, treat clients bad, or damage your company repeatedly— there are many things which bring a firing to the table.
The following are three considerable things you should determine before firing someone:
What is the Attitude of The Problem Employee?
Your MSP company may have a problem employee who isn’t trying to be an issue, but manages to do so incidentally. Perhaps there’s a lack of understanding. If you’ve got an employee with a really good attitude who just tends to have butter-fingers, you may be able to salvage them. But if their attitude is bad, they could act as a cancer to the team. Consider attitude, and if it’s bad, fire that individual.
Are You Losing Skills When They Go?
Sometimes you can’t afford to let someone go because they have skills integral to your MSP. This is problematic if they’ve got a bad attitude; you may have to take the hit. Weigh the pain of that loss, and if too great, line out a replacement before liquidation.
Do They Cause More Issues Than They Resolve?
If you’ve got an employee who’s skilled and has a good attitude, but is doing more harm than good, then their negatives have outweighed their positives, and they’re costing you money; so, they should go.
When your MSP company is savvy to hire and fire with careful consideration, you can facilitate more efficient operations internally. Before you fire, look for any way to avoid this which is legitimate. After a cost-benefit analysis, make the right decision.