Stop Dithering on Employee Decisions

The comics are the first thing we read in the Sunday paper. We enjoy a number of the strips because we can relate to the topics and the humor often hits a bit close to home or office. This past Sunday, I was especially intrigued by the Blondie comic which first of all served to remind us why Dagwood's boss is named "Mr. Dithers".

To dither is to be nervously irresolute in acting or doing. The first 4 panels of the strip take place in Mr. Dithers' office, where he is exclaiming to himself on the poor work done by Dagwood saying, "This contract Bumstead put together has more holes in it that a piece of Swiss cheese!" In the next panel he decides to fire Dagwood, only to talk himself out of it in the following panel, saying, "On the other hand, if I do fire Bumstead, there's no guarantee that I'll find somebody else who would take the kind of guff I dish out."

He decides that Dagwood has him over a barrel and storms into his office screaming, "Bumstead! You really take the cake, you know that?!!" then wheels and stalks out. In the final panel, Dagwood -- feet on his desk and reading the newspaper --- looks at us and asks, "I wonder what that was all about?"

Unfortunately, many small business owners can relate to the conversation Mr. Dithers had with himself. Often they will admit to hiring too quickly and keeping the wrong person much too long. While Mr. Dithers' management style certainly leaves a lot to be desired and may reduce the number of top employees who will stay, let's set that aside and assume that you do provide your employees with direction and constructive feedback.

Are you hiring the people who can help move your company forward? Or are you dithering about whether to keep someone who is not a good fit because you don't want to take the time and trouble of hiring a new person? Hiring Well takes time -- but keeping the wrong person takes even more time and energy and doesn't really do you or him any favors.

So, stop dithering. If someone is not a good fit with your organization, or has not been able to develop the required skill sets – then it is time to replace that person. To help make your decision, document the employee’s transgressions and inadequacies. Is he unable or unwilling to learn the software? Is she chronically late to work? Take note of when each problem has occurred, how and when you have discussed it with the employee, and whether he or she made a real effort to change. Often you will find that things are worse than you anticipated, time and money are being wasted, and company morale is suffering.

Once you’ve made the decision to shift someone into a new position or to let him or her go, work with your management staff to define the position and the type of person who really would be a good fit. Then take the time to find the best person available to meet your needs.

Stop dithering on employee issues. Hire Well and you will be amazed at how much more productive you and your staff will be.