Ehsan Alkooheji, Kooheji Systems
I will try to avoid this situation to begin with by having a rigorous recruitment process in place. However, if they really turn out to be unfit for the job, they have to be asked to move on.
Startups operate in a very critical space where a single mistake or slight inefficiency can be the difference between success and failure.
There is no room for second chances, and a clean professional termination is the best way forward, without burning any bridges.
Eyad Ebrahim, Web Avenue
Letting people go is never an easy thing, but it has to be done. you have to make sure to explain exactly why the person is being let off and you have to make sure they get paid in full for anything they’re entitled to and that all the proceedings are done a professional friendly matter.
Wafa AlObaidat, Obai & Hill
I never ask them to move on, I make sure that I sit with them at least once a week to update their tasks and targets, I also ensure to give feedback on how they can improve performance by offering alternative reading and relevant material that can improve their skills.
I also try to figure out what they are good at and give them more of that, and attempt to inspire or motivate them to work on their weaknesses.
I never let anyone go before 6 – 9 months of collaborative effort to ensure that we gave it a100 % opportunity to work.
Yazin Alrhayim, Entrepreneur
It starts at hiring. One thing I’ve learned to do is make it really clear up front what:
- The responsibilities are
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How performance is measured
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When the performance is reviewed
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What happens if performance is unsatisfactory.
This is usually a discussion — getting the other person to suggest review timelines and process makes them more vested in the goal. It makes a world of difference, and it also makes it easier to deal with trouble when it happens. After all, you’ve already planned it out from Day 1.
Zaman A. Zaman, Entrepreneur
One must think objectively when it comes to business and not fear confrontation, if the person is not up to the standards or expectations of your startup, sit down face to face and state why the previous arrangement is no longer productive.
List your reasons and explain them point by point. It’s an unpleasant experience for any founder but it has to be done.