Why It Is Important To Cut Loose Employees Who Do Not Conform To An Organizational Culture

The business environment today is much more dynamically different from the years past; competition for both talent and clients is higher. Further, the presence of the internet has brought about highly informed customers who demand only the best. As such, it is incumbent on business owners and managers to steer the ship the ship correctly.

Managing employees

One of the most crucial issues business owners have to contend with is managing employees. Good managers know that employees are as critical to the business as the customer. As such, treating them right is imperative.

 James Glade has been at the helm of Plum Consultancies for 15 years now. So far, Glade cannot complain about the state of the business. Glade acknowledges that working in the PR industry is quite a challenge. Surprisingly, James notes that managing employees is much more critical in the sector than dealing with clients.

Two years ago, Glade had a significant fallout with Henry, one of the founding employees at Plum Consultancies. Although they had grown into buddies, it reached a point Henry was having a negative influence on the overall culture. In the immediate aftermath of Henry’s departure, the overall performance of the firm doubled with customer fails driven to obscurity.

Employees exerting opposite energy on the organization

According to Glade, once an employee begins being a drag on the overall performance of the organization, cutting them loose is not debatable. The relationship of the employee with the management does not matter.

Before letting Henry go, business was down. Clients were dumping Plum Consultancies for competitors. It is because Henry thought himself more prominent than the firm since he had been around since the founding of the company. However, cutting him loose boosted the energy of the new hires in the sense that all employees were working their responsibilities with utmost dedication.

Employees rigid to change

Further, Glade observed that constant coaching of employees into higher positions of responsibility is essential. Employees should accept mentorship and continuous learning to improve their competency. Given the competitive nature of the PR industry, employees must be up to date concerning skills and procedures. However, if an employee seems rigid to such change, it is best to part ways.

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