The ‘3 strike rule’

So you’ve finally resolved to take some action on that lingering People Issue in your organisation - well done!

It’s now time to apply the ‘3 strike rule’

Strike 1:

In the strike one meeting -  you lay out the People Analyzer to show precisely what the issue is; maybe it’s Core Values or a GWC issue.

It helps to share three datapoints for each issue - if you share just one, they’ll think it’s just a coincidence, or two, they’ll try to explain it away.  Three datapoints is very difficult for them to wriggle their way out of!

You need to make it clear that if they can’t resolve these within a period of time, then it is probably not going to work out - issue ‘a first verbal warning’. This meeting can be informal, however it is important to document and keep a record of the conversation.

You then set the next meeting 30 days out. 

Strike 2

You meet again, and do the same - review the issues raised in the Strike 1 meeting, confirm if they have been resolved.  If not, provide 3 new datapoints for each issue.  After this meeting, you should issue ‘a formal written warning’. This meeting should also be documented.

Strike 3

In 30 more days, you have a strike 3 meeting - if they haven’t quit, you confirm resolution or you let them go. If you have documented the two prior meetings, termination should be considered fair and reasonable.

In my experience, more often than not, people will quit before it gets to the Strike 3 meeting

Preparation

These conversations can be tough - and so to take the emotion out of it (and hold your nerve), it helps to prepare for each meeting by creating talking points, and having your issues / data points written down.

Also, please follow your local labour laws, and if you are unsure unsure seek the advice of a HR professional.