The GWC Process – How to Fire Someone On Your Team

A good recipe for a strong business includes success, teamwork, and growth. One without the other doesn’t amount to much. The best way to incorporate these “ingredients” is with a rock-solid team that embodies your company’s core values. 

Without employees practicing them, it’s a recipe for disaster. They’ll prevent your business from flourishing and accomplishing milestones. In my last article, Using the People Analyzer Tool to Build a Cohesive Team,” we went over identifying the right people for your company and its values. 

Now, we’ll evaluate whether those people are in the right positions. Of course, at the end of the day, you want your business to run like a well-oiled machine, so don’t skip out on this tool.

What does GWC mean?

GWC for short, it stands for Get it, Want it, and Capacity to do it (or as I like to say, Can do it). It’s another tool from EOS or Entrepreneurial Operating System. GWC ensures that the team members are in their correct positions and if they still embody the core values of your company. Basically, if they’re still the right fit in your team.

How does the GWC process work?

The GWC process is quick and easy to conduct. It requires your observation and insight. There are three simple questions to ask:

  • Do they get it? 
  • Do they want it? 
  • Do they have the capacity to do it?  

Each of these questions should yield either yes or no. A solid no for any of the questions above signifies that a team member not a good fit.

Asking “do they get it?” means they understand their role deeper than the requirements. They not only know how to function in their position but know the bigger part it plays in the company. To put it simply, they take their responsibilities seriously.

“Do they want it?” is pretty self-explanatory. They must want to do their job because it aligns with their personal goals—just like the company’s core values.

The only exception is for the last question. Sometimes, if Do they have the capacity?” is a no, it can be remedied by one of two ways. The first is to decide if you’re willing to take the time and spend the resources to train more in depth. The other way is to review your explanation of the role. Ask yourself, “Is it them or is it me? and “Did I clearly explain my expectations?” If you didn’t, and you think it falls on you as to why they don’t seem to have the capacity, you can train them or reselect another candidate.

Having the right people in the right seats

The “right seat” refers to the role and its responsibilities. Identifying what seats your business needs require crystal clear definitions. Once you’ve done that, coupled with who follows your company’s core values, you know you have a strong team on your side.

The GWC process helps you determine whether or not you have the right people in your team. Don’t be disturbed if you have to fire someone – you have the grounds to do so, and explain it to them. At the end of the day, your priority is your business’ stability and growth. Don’t let your team hinder your business success.

Need help putting together a solid team? Take a look at my Total Team Makeover course.

Search