Several years ago, a lady I truly admire once said to me: “Tom, it’s not the people you fire -it’s the people you don’t fire that ruin your business.”
Those words hit me like a ton of bricks. At first, I brushed it off. But over the next few days, it lingered in my mind, pulling me into deep thought. I couldn’t ignore the truth in her words.
I had a great team – dedicated, hardworking, and aligned with our mission. But there were also a few who weren’t playing ball. You know the type: disengaged, unmotivated, and constantly needing intervention. They weren’t just underperforming; they were creating a ripple effect, draining morale, and adding unnecessary stress to those around them.
Yet I hesitated. I told myself, “I can’t afford to lose a worker – we’re already short-staffed. I don’t have time to recruit and train someone new. What if things get even worse?”
Sound familiar?
If this resonates with you, rest assured you’re not alone. Many business owners in the home care sector face this same dilemma.
Why Keeping the Wrong People Costs More Than Letting Them Go
The truth is, holding onto the wrong team members does more harm than good. Here’s why:
- They Drain Your Top Performers: High-performing team members often have to pick up the slack for underperformers. Over time, this leads to frustration, burnout, and, ultimately, the loss of your best people.
- They Undermine Team Morale: Negativity and disengagement are contagious. One person’s bad attitude can spread like wildfire, eroding the culture you’ve worked so hard to build.
- They Limit Growth: When you’re constantly managing poor performers, you’re not focusing on growing your business or improving your operations.
The cost of keeping them is far greater than the short-term pain of letting them go.
Breaking the Cycle: How to Move Forward
So, how do you take that tough step and get out of this cycle? Here’s how to start:
- Evaluate Performance Honestly: Take a hard look at each team member’s contributions, attitude, and alignment with your business values. Are they an asset or a liability?
- Have the Tough Conversations: Open, honest feedback is critical. Sometimes, people don’t realize they’re falling short. Give them a chance to improve – but be clear about the consequences if they don’t.
- Recruit Strategically: Yes, recruiting takes time, but there are ways to streamline the process. Consider using tools and platforms to find candidates faster, or partner with recruitment agencies specialising in home care. (If you’re feeling stuck, I’d be happy to recommend a couple – just reach out!)
- Build a Stronger Culture: When your team sees that you’re committed to maintaining high standards, it builds trust. They’ll know you value their hard work and won’t tolerate anything – or anyone – that brings them down.
You’re Not Alone
I’ve seen this struggle time and again with business owners in the home care sector. Staffing shortages, recruitment challenges, and the demands of day to day operations make it tempting to tolerate mediocrity just to keep the wheels turning.
But here’s the thing: making tough decisions now sets your business up for long-term success. A strong team isn’t just about numbers – it’s about having the right people in the right roles, working together toward a common goal.
If you’re facing this challenge, take a moment to reflect on what’s truly holding your business back. Is it the people you can’t afford to lose or the ones you can’t afford to keep?
It’s not an easy journey, but it’s one worth taking!