A good boss lets bad eggs go
"Everyone knows Bertha," the practice owner said. "If I fire her, some of the clients might leave. I can't."
The day after Bertha was fired, a client asked where she was. The remaining receptionist said, "She's no longer with our practice."
"Really?" the client replied, with great relief. "I'm so glad. I used to hate coming in and having to deal with her. She was so mean."
That sentiment was repeated over and over in the months to come. The practice didn't lose clients; instead, many returned when they found out that the insulting Bertha had been given the boot.
Why do we put up with poor performance, undermine our own leadership skills, and watch team morale drop? Most bosses can give lots of reasons for holding on to bad eggs. At the top of the list is that they don't want to hurt anyone—after all, they're nice people. But if you're one of these "nice" bosses, the truth is, you're harming your practice. This is what you need to realize: You're not a bad person if you fire a team member who needs to go; you're a good boss.
Another reason you may be waiting to fire is that you don't know how to do it or are afraid of legal issues. So let's review the ABCs of termination and eliminate at least that excuse. You may find that terminating a poorly performing employee is the nicest thing you do for your team all year.