As a leader myself, I take personal responsibility when a team member of mine is not performing and ask myself where I may have dropped the ball or what tools or resources have I not provided for this person to be successful. There comes a time, however, where I also have to consider if it isn’t me but rather it is time to stop investing in the employee. This week’s episode 70 of Female Founders Breaking Boundaries is about knowing when to let a team member go!
Have you ever felt like you were WAY too busy, stressed out, burnt out, and overwhelmed, so you were advised to delegate some tasks to take things off your plate and free up some time? Except, maybe it didn't work. If getting out of the day-to-day in your business was as simple as hiring more people, then why are you still feeling overwhelmed and burned out? You are not alone! Sometimes, simply delegating tasks doesn’t work and instead shifts your workload from “doing” to “managing.”
I invite you to use the exercise that our own C-Suite clients use to take the first step in turning your team into a well-oiled, self-managed machine- and get you out of the delegation catch-22. Download the exercise here to get started!
In this episode of Female Founders Breaking Boundaries, I’m sharing the importance of supporting your team members that are willing and able to continue contributing to the company. I also talk through how you can use the methods outlined in this episode to determine if it might be time to stop investing time, money, and resources into a team member. Some of the things I cover in this episode are:
If it becomes clear to you that improvement is not going to happen, let the employee go immediately. Keeping them on is not only doing a disservice to your business but to that team member as well.
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FFBB: Accountability is Key