bamageorge

International Sales Director

Celebrated Contributor

Should I fire him?

As many of you know, I have 2 jobs: one in sales (main source of income) and the other is an online business.

My online business has been growing steadily for the last two years, so much so that I've had to hire an assistant to help me with the daily tasks.

This person has been key to the growth of the company and I truly believe that without him it would not have been possible to scale the business so fast, but lately, he’s been disagreeing with the direction I am taking the business, asking lots of questions and generally slowing progress down, pretty much being an asshole like something's bothering him. He's making good money so I would take out that of the equation, as far as the working environment, he's working from home.

He is very committed, extremely hard-working but that kind of attitude is just annoying.

Should I let him go?

Should I fire him?

Attached poll

Yes No

*Voting in this poll no longer yields commission.

😤 Conflict Resolution

🧢 Sales Management

42

27 comments

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newsalesguy14

Politicker

12

Account Executive

I voted yes, but I truthfully think you should have a conversation with him first and see where his heads at. Ultimately, if he disagrees with where you the founder was to take the organization, that is a pretty fundamental issue.

That said, let him known this is how you feel and get his thoughts. Maybe it's mutual. Maybe he'll improve. Or maybe he'll say he'll do better but won't, in which case you will fire him.

SiliconBBQ

Politicker

0

The Metal Rooster

Maybe you'll end up with competition. maybe that's already happening.

but definitely worth chatting with him if he's been fundamental to the business.

Craggus

Opinionated

1

Key Account Manager

That's exactly what I would forsee coming. He maybe hasn't got the nerve to walk yet, but before long he will and will become your competition. Esp if he knows all about how the business works.

BmajoR

Arsonist

4

Account Executive

I think firing him would be a hasty decision. It's your business but it sounds like he's had a big part in growing your business and his objections are likely from a genuine place instead of insubordination.

MaximumRaizer

Politicker

2

Sales Manager

Yes, I would. I don't mind people challenging a POV but distracting from the vision would be an issue and an cause more friction down the line.

Blackwargreymon

Politicker

2

MDR

I voted yes, but I truthfully think you should have a conversation with him first and see where his heads at.

Ozz

Politicker

1

Account Executive

Yes, I would. I don't mind people challenging a POV but distracting from the vision would be an issue and an cause more friction down the line.

SaaSam

Politicker

1

Account Executive

I would probably dig into the issue with him further before deciding. If he seems to legitimately care about the direction of the company and is looking out for your best interests in his eyes that's a good quality to have.

However, if he is being a dick and just decided he knows better than you and is trying to force his personal vision above your own I'd can him.

It's healthy to have your ideas challenged and can really help you and your business grow.

Ultimately boils down to the guy's intentions I guess. I'm big on intentions personally

UrAssIsSaaS

Arsonist

1

SaaS Eater

I also voted yes but really thing you need to hear him out first. Ill echo what a few others have said, having someone challenge your ideas is a good thing. Group think is a disaster, especially in a small growing company.

If his thoughts are well structured arguments then maybe you need to take a step back and make sure he isn't seeing something that you missed.

If its just attitude and general lack of respect/annoyance then hear him out on where its coming from. If he has a fundamental issue with where you are taking the company from here, you gotta cut bait. If its just emotional outbursts due to something completely unrelated you would be kicking yourself for firing him and slowing the company down.

Have a convo with him and let us know the outcome. Im always here for a good firing (as long as its justified)

Clashingsoulsspell

Politicker

1

ISR

I think firing him would be a hasty decision.

MR.StretchISR

Politicker

1

ISR

It's healthy to have your ideas challenged and can really help you and your business grow.

cw95

Politicker

0

Sales Development Lead

Would you take the approach of how a start-up works? People are so heavily involved that they want to see it grow and not only better themselves, but the company and you included.

I imagine it's the frustration of their ideas etc not happening (yet).

I'd take a half-day with him to just chat with an open mindset and see what the outcome is?

NoSuperhero

Politicker

0

BDR LEAD

No, I think you should talk to them. Be straightforward with positive reinforceemnt. Maybe highlight more what was working before and see what happens?

youKNOW

Politicker

0

Sales Manager

First off, congrats on the growth. My thoughts on the employee are that whatever the situation is, it seems "fixable." Guaranteed, pretty much anyone that has had to employ someone has dealt with annoying attitudes.
I'd sit down with him and find out what's up. Ask him what his concerns are, talk to him about why you want the company to go the direction you're taking it etc.
Ultimately, if the attitude gets worse, then it would be worth taking a serious look at letting him go but a convo first might help things.

alecabral

Arsonist

0

Director - Digital Sales Transformation

I'll start with the obvious: if things don't change, you will probably need to let him go. I would challenge the "what" behind this behavior though. There's something bothering him, and it might be personal, or it might be work related. You described him as committed, driven and a fundamental part of what made your online business grow. I wouldn't recommend letting him go that fast if he's done so well before this. I'd rather have a meeting with him and be honest and open: you sense a change in attitude that is getting in the way, and you are not ok with it. What's that about? I think that's an honest way of framing this.

UnTalOden

Politicker

0

.

It is one thing to have a counter-opinion that can open the way to constructive consensus and quite another to have insubordination. If the second one is unsustainable , iwould say the most sesible thing to do is to fir him.

SaaSyBee

Politicker

0

Founder

Look deep within yourself and ask if what he's saying is valuable or if you truly are misaligned. His "attitude" may just be him trying to help and it's the most "difficult" employees that we sometimes need to listen to. But if you're not aligned on your vision, then it's best to let him go. At the end of the day, it's your company. Surprised he hasn't left on his own.

MajorB

WR Lieutenant

0

AE

Have you had a conversation with him about his attitude and approach? If he's been key to the growth of the company and has ideas, it's likely be beneficial to listen to what he has to say.

From your post, it sounds like the two of you need to figure out a way to communicate that makes him feel heard and doesn't piss you off.

Turning off a voice that disagrees with you is not always a great idea - especially if he's bringing something valuable to the table.

sales7

Politicker

0

Commercial Product Enablement

Give him the opportunity to adjust the behaviour, make the expectations clear. He may also be responding to the fact that this is part time for you and full time for him, so he feels that his opinion should carry more? Just communicate, it'll solve 99% of problems

CPfor3

Opinionated

0

Business Development Representative

Good question but I would not fire him. Sometimes you need another point of view even if it comes in the form of a disagreement. The asshole part could be discussed as he should have respect for you since you're his employer but I'd rather have an employee challenge me with valid reasoning than agree with anything I say

TheDragon

Good Citizen

0

CVO

Have a conversation and give the option to him of it being “off the clock” so he doesn’t feel like he’s talking to his boss

BusterMcDialRipper

Politicker

0

Director of Dials

GIVE HIM THE BOOT

Jimsalestheblue

Opinionated

0

Sales development representative

Give him a warning and if he changes keep him if not then fire him and at least you have him a chance.

Mr.Floaty

Politicker

0

BDR

Ultimately boils down to the guy's intentions I guess. I'm big on intentions personally

Cyberjarre

Politicker

0

BDR

That's the most common problem when growing or implementing new strategies.

Error32

Politicker

0

ISR

hat's the most common problem when growing or implementing new strategies.

ApocalyBoom

Politicker

0

Account Executive

That said, let him known this is how you feel and get his thoughts. Maybe it's mutual. Maybe he'll improve. Or maybe he'll say he'll do better but won't, in which case you will fire him.

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