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Your team members have been loyal & honest and have been an important part in the success of the organisation in the past a) Whom would you let go and why? b) What would you tell them? c) How would you, as a leader deal with this, personally and professionally?
Letting go the five least deserving ones from the periodic appraisal exercise is the way forward on condition that all employees have been emplyed in a similar manner. Guess however that you would have those on training on contract and on permanent basis. The ones to go would probably be the ones which will make least financial impact to the employer also. You will not be expected to sack someone with a solid contract which may probably have big financial impact and probably reputation risk as well. After a careful study on these fronts it may be appropriate to talk to the five persons individualy first and attempt to build the remaining team by organising a farewell lunch or tea break with an appreciation to those who have to leave.
Personally, if there is no good enough reason to oblige me to fire people, I will not accept to be in this situation where I have NO CHOICE as you put it in your question.
It is not the issue of firing people (who deserve to be fired) .. that would be a process to be executed from time to time when there is enough reason for it. In principle, firing and hiring is a mechanism to bring new talents (blood) into the veins of the business. However, it is NOT acceptable to start firing people just because the boss says so, or because someone up there wants to increase profits or cut costs. I have never accepted to be in such situation, and if worst comes to the worst, I would be the first one to leave this lousy company !
Having said that, we all know that these things develop (deteriorate) over time, and any person with good sense should recognize this end long before it actually arrives. Management (good management anyway) has to do something about it before it is too late, and the employees (specially the good ones anyway) will start for better places to work for !
The best answer given by Mr. Mohammed Thiab. That is the ideal BOSS of an ideal organization. Salute.
From Human Resources perspective as a manager you need to have appraisal meetings on ,monthly basis and see their progress for last month , you need to rate each employee with different categories of achivement for their perfomance last month and what was expected of them last month and agree on areas of development1.Needs improvement ( Requires lot of development and improvement to carry out day to day duties)2. Effective ( Works and completes what is required of his/her within hours of work)3.High performer ( Comes to work , completes all duties and demonstrates and performs more than what is required of his/her , comes with new ideas and new projects and has a can do attitude towards work)4. Outstanding ( Comes to work , outperforms all the other employees in percentage of work completion and clearly stands as staff role model for others to be motivated to) once grading is done you can easily select the NDs as you have the ratings and comments from last month on which the employee has agreed to
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