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What if you’re not completely happy with someone you’ve hired to help with your business?

Should you keep them on to see if things improve? And, how long do you wait for that to happen? Is the problem really this person? Is it your system? Is it you?

Here’s what to consider:

• A good rule of thumb is to trust your gut.

Really trust your gut. Chances are that if you’ve been thinking for awhile about letting someone go, you probably had an inkling within the first week that something wasn’t going to work out.

If an employee, assistant, vendor or supplier takes up more time and energy than they are worth, you need to let them go. Dan Kennedy, a marketer who has influenced me quite a bit, has very strong beliefs about running your business autonomously and doing business on your own terms. He says, “If I wake up three mornings in a row thinking about you and I’m not sleeping with you, you’ve got to go.”

As much as you’d like to see the good in everybody and give people a chance, don’t drag things on longer than necessary. Be decisive about pulling the plug when things clearly aren’t working. There’s really no point in continuing down the wrong path.

• Check their attitude.

There will always be an element of human error. If you’ve hired a person who has the right attitude – where they’re proactive, they’re willing, they’re trying – and they’ve just made a mistake, be willing and able to overlook that. The fact is that whenever you’re dealing with people, there’s going to be an element of human error. That’s just a fact of life.

• Evaluate your communication and training systems.

85% of problems can be solved by communication. Evaluate the training you’ve provided. Be clear about your needs, and have a good system for communication in place.

• Examine your own attitudes and beliefs.

Determine your own role before you make your decision to keep someone on or let them go. Ask yourself, “At what level am I creating this?” And be honest with your answer. Have you created an insurmountable barrier in your own mind that they can never break through? If you’ve already written off someone who’s working for you – thinking “they’re no good” – you’re going to get that mirrored back to you. You need to take responsibility for that as well.

• Are they an investment or expense?

The right people will ultimately make and save you more money than they cost you. The wrong people will just cost you. If your time or energy is being drained by an individual, then you may very well need to just cut your losses and move on.  Remember, if it’s not working, it’s not working. The best thing you can do is to set  free. Let them go so they can find where they’re meant to be.

Use these tips to evaluate your team and make the right decision as to when it’s time to say goodbye.

Bernadette Doyle is a small business marketing expert. Get more tips and advice at http://www.clientmagnets.com

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