AttentionMax - Latest Comments in Termination Is Hard, But Avoidance Is Destructive

Re: Termination Is Hard, But Avoidance Is Destructive

Laurel LaFlamme — Sun, 07 Sep 2008 02:11:46 -0000

Excellent post!

I think Peter nailed it for me, too. "...unpleasant emotions are more likely to lead to mood contagion than are pleasant emotions." Get the Nay-Saying, mood-altering, viral individual O*U*T - before the contagion spreads and affects morale with a Group Dynamic force.

But what if "you" are on the receiving end of the termination? Absolutely be outraged, whine and complain, disrespect your Company? No no no! Simply take it as a Life Lesson Learned. Learn, grow, adjust and become all the more better for it.

I like how you put it, Max: Never be content to "breed mediocrity. "

Re: Termination Is Hard, But Avoidance Is Destructive

maxkalehoff — Fri, 05 Sep 2008 13:05:23 -0000

Peter,
Good point. Your team must invest positive karma. Positive and
solution-oriented. We're very aware of that at my current startup and
do everything to cultivate it.

Re: Termination Is Hard, But Avoidance Is Destructive

peterkim — Fri, 05 Sep 2008 12:35:00 -0000

I think this extends beyond performance. That criterion makes a decision more objective and defensible (despite most people being employed at will), but even high performers need to be terminated sometimes.

I came across the idea of "emotional contagion" earlier this week - people who propagate negative emotional contagion should be terminated sooner rather than later as well.
http://en.wikipedia.org/wiki/Emotional_contagion

Re: Termination Is Hard, But Avoidance Is Destructive

maxkalehoff — Fri, 05 Sep 2008 11:36:29 -0000

Thanks Tom, great point. It just looks bad. Like a gas station putting bad
gas in your car and ruining your engine.

Re: Termination Is Hard, But Avoidance Is Destructive

tomob — Fri, 05 Sep 2008 11:25:23 -0000

Max:

Good post - and a topic I have written on as well.

A company that does not terminate poor performers will always be behind. The worst think about keeping poor performers on the roster is the message it sends to your high performers - that you don't value them.

So, protect your poor performers at the risk of losing your high performers.

TO'B