One of the areas where owners and managers consistently fail is in putting things in writing to their employees, and in an increasingly litigious employment environment, this can be both damaging and costly.
When people resign or are terminated for poor performance, there is a temptation to replace them immediately. Your managers often come to you saying that it is essential to hire a replacement if the department is to continue to run properly. This may indeed be the case, but there are a number of good reasons to wait before pushing the button to go out and hire somebody else.
One of the biggest problems that I see with small businesses is that they hire too quickly and fire too slowly.  It is important to identify the people who do not belong in your organization and then systematically go about replacing them.  In this article I will look at the practical aspects of how to fire somebody and what you need to do to protect yourself.
Many elected politicians have term limits because they tend to get stale in their position and it is important that the incumbent brings new ideas and energy to the position. Moreover, it is very difficult to defeat an incumbent, and sometimes forcing them to stand down is what is in the best interest of the electorate.
Boat owners will know that you have to scrape the barnacles off the hull of a boat at regular intervals to improve performance. The same is true of a business, and the barnacles are under-performing employees.