Have you ever second-guessed a decision you made? Of course you have. All leaders have.
I find this common when addressing performance issues resulting in termination. Even if you have properly documented the issue and maybe even previously and explicitly communicated your observations and concerns to the individual, when decision making time comes, many of us begin to second guess. “Maybe they aren’t performing as poorly as I think?” “Maybe I am wrong?” “Who am I to decide if they or aren’t good enough to continue?”
I have advised a number of leaders as they have gone through this “head trash” within themselves. Here is what I ask, and what I tell them to help them have confidence in their decision making:
Have you spoken to the person about his/her performance? (The answer is usually, “Yes.”)
What do your other team members think? (The answer is always, “They are frustrated with this person.”)
My guess is this is a decision you should have made a long time ago. (The answer is always, “YES!”)
Knowing what you know now, would you hire this person for this position again? (The answer is always, “No!”)
Does it seem that you are trying harder to save this person’s job than they are? (The answer is an emphatic, “Yes!”)
So the decision you are in the process of making, and in which you are second-guessing yourself, is long overdue, and will benefit your team, your company and you, correct?
Then what you are doing is the right thing to do. It isn’t easy, but it is right.