My employee/friend can’t keep up. Should I let her go?
This week's question from my portal “The Neagle Code: Directions for Life” comes from someone who wishes to remain anonymous.
I have an employee who has been working with me for a long time. We’re friends, and she works for me. The problem is: I’ve grown and she has not. I find myself NOT asking her to do things because I know she’s not at the level to do the task, so I do it myself. More and more I find myself imagining hiring someone else who can meet me on my level and keep up, but I care about her and don’t want to make a mistake by letting her go. I’m concerned I won’t actually find the right person to fill the role or that my expectations are too high. How do I know what’s the “right” decision to make?
Hi, and thanks for the GREAT question! I know many people struggle with this.
One very important TRUTH to understand is that everything in the Universe is seeking you. Health, wealth, relationships, it’s all seeking you.
It’s like that famous, finger-pointing Uncle Sam poster: Prosperity wants YOU.
So when you have a desire for something, it’s because that thing is seeking you and it’s resonating with something that’s inside of you.
The Law of Polarity states that a desire can’t be felt until the supply is ready to appear.
So what does this mean?
It means that the desire you feel means the right person to fill that role is already looking for your position.
It also means that the more qualified person is also, based on the Law of Vibration, in harmony with your desire.
It also means that you’re tolerating your current employee, which is not only negatively affecting your business, it’s also keeping this new person from appearing.
The REAL problem here isn’t about making the right decision is it? What you’re actually struggling with is either a) you feel responsible for this current employee b) you are afraid of what she’ll think about you if you let her go or c) you are purposely sabotaging your business.
And it could be a combination of all 3.
There’s one more thing you need to understand…and you may want to write this down and re-read it.
If it’s not working for you, it’s not working for her.
If you look to the truth you will see what is the “right” decision.
PS: The Neagle Code: Directions for Life is a weekly no-cost program that is open to everyone! Each week, I'll select and personally respond to one question received via the above “The Neagle Code” page that I feel in my heart will help the most people. (You may choose to remain anonymous if you wish, with our full support.) It is my deep, heartfelt intention that ~ in answering your questions ~ I may provide you with the Universal Truths that in committed application, will set you free. Simply submit YOUR burning question at: www.DavidNeagle.com/ask-david to participate.
I’ve been there as well with an employee that I hung on to for similar reasons. It forced me to cover for this employees continual mistakes and challenges they couldn’t or wouldn’t handle. In the end result I realized that he always felt out of his element as well. He was hanging on because he felt he owed me because I continued to prop him up, when I should have faced to reality that he was out of his comfort zone. It was a relief when we parted company. He’s happy now and I’m on to another employee.
Thanks Norm, that is exactly how it works. Be honest with those you work with and set a standard of excellence within your organization that doesn’t tolerate ‘slacker’ mentality. You’ll be better for it as well as those you service. I appreciate your post.
I’m wondering if, in this case, it might make sense for the letter writer to tell the employee that the job role is expanding and that she’d like to train her to take on those new responsibilities. That might require a raise, but if there are more responsibilities, it’s possible that this would be in order. If the employee is a poor fit, this would allow her to bow out gracefully. Of course, there is the risk that the employee would agree to this and not realize that she is doing a poor job and that could create an even more awkward situation.
I think you are wading into some murky waters there Janet, because it is avoiding the truth that the situation requires. I understand that it could be a sticky situation but remember that if its not working for you its likely not working for them. And regardless, this is YOUR employee whom you expect to be up to any task. Running a successful business is not about sacrificing feelings and allowing inadequate work to go unmentioned. I’ve had to have many an uncomfortable conversation with people whom I’ve worked with and it always worked out for the best. In the end, tell the truth and if it becomes awkward that is their issue not yours.