by Tricia Drevets 4 min read November 6, 2015. It is natural for new employees to require an adjustment period and some training. Their attitude may be problematic, they may lack expertise, or maybe they’re perfectly fit for the job, just … somewhere else. "Not being a good fit" is a euphemism for some other more tangible reason the employer simply is not sharing with you. If the issue persists it may be time to let them go. I’m certain that most business owners would agree that dismissing an employee is a horrible experience for everyone involved. Company Culture 3 Steps to Firing an Employee Who's Not a Cultural Fit Hiring for cultural fit is a commonplace practice. Although this isn’t a common reason to fire an employee, it can be if the employee is disrupting their team and their productivity. If an employee fundamentally is not a good fit, don’t waste time and money investing in him or her further. According to Steve, virtually all termination decisions based on “lack of fit” have a good underlying reason. There is wisdom in the old business adage “Fire fast, hire slowly.” You will not regret the time you spend interviewing and talking to references for that important new hire. If you notice that a staff member is spending more time in the corner gossiping with “Jane” and “Paul” and whoever else they can suck in, then you should speak to them and give them a warning. Leading . Just tell the interviewer what you were told. That being said, 'not a good fit termination' isn't all that uncommon. It could be because of attendance, it could be because of performance or it could be due to a personality conflict. Normally, when we talk about firing an employee, it's because the employee has broken the rules or has failed to perform their job duties.This leaves many organizations wondering if they can fire someone for not being a 'good fit," which isn't misconduct or really even the employee's fault at all. When it comes down to it, a not a good fit termination is necessary for both parties, the employee and the employer. He showed us how to fire someone, not just with dignity and respect, but in a way where they actually thank you for the experience. To fire someone and say they just didn't fit in is basically saying "we didn't like you personally, or how you worked, but we're not going to make a big deal out of it and fight your unemployment benefits." The right to fire at will doesn’t equate to being cavalier with employee terminations. If you’ve ever had to fire someone, you know how difficult it is. ... Francesca is qualified for the job but she's not a good fit for our company. The problem comes when employers leave the conversation at that, and don’t explain what “fit” means in the context of employment—because it’s very easy for someone … Someone who doesn't want to have to explain all that will just tell their HR colleague to inform you that it's "not a good fit." Five Reasons To Fire An Employee -- And Five Reasons Not To. These are fairly obvious reasons not to … No matter how well you’ve communicated about performance problems with the employee, almost no one believes that they will actually get fired.This is often not without cause as the average employer waits too long to fire a non-performing employee much of the time. It’s every team’s biggest headache — one of the people in your company simply doesn’t fit. For unemployment purposes, it really doesn't matter because you do not have to speculate about the real reason. Firing an employee is stressful for all parties—not just for the employee losing a job. But you dread the drama of firing someone. Sigh - for the umpteenth time, in the US you can be fired for anything not discriminatory under law, but in other places not so easily. However, you may regret hanging on to a less than stellar employee for too long. In most cases, the person you’re firing is just not performing to your standards or is not a good fit with your culture or values.

Sometimes firing for fit is necessary too. But it’s tough, if not impossible, to teach an employee to act intelligently, adopt a positive attitude, or possess a strong work ethic. However, fit is a real issue. How to Fire an Employee That Isn’t Working Out. For instance, if a longstanding employee makes an error, she could be fired for the problem. In that case, I try to be consistent with all employees by using a standard amount of notice (2 weeks, 30 days, 2 months, etc. ); though this may vary based on how long they’ve been with you or what their seniority is.


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