Three strategies that are more effective than firing a bad worker.

Dismissing a worker is one of the most difficult things an entrepreneur or manager has to do. Neal Hartman, senior lecturer in MIT's managerial communication, says that to be an effective leader, you need to be able to end your collaboration with a low-performance employee.

  "It is much better to disconnect these links to help the employee get a new job where   'implementation' is much better, and he or she may be a more productive employee," he says in CNBC.

Of course, it's easier to say than to do it. As Hartman notes, entrepreneurs or managers usually feel uncomfortable dismissing someone and do not want to create tensions in the workplace. Beyond that, dismissal is not always the best option. Dismissal must only come in extreme situations.

What can you do instead? Create a plan that will give specific directions to the "evil servant." And the opportunity to improve and ... save the lot. Here are 3 specific tactics you can apply, and they are better than the dismissal. At least, it's a better step before you make the decision for a possible "divorce."

1 # Defining Performance Goals: A common tactic is to set specific goals for the performance of the employee. Like running a project with measurable results or moving within a deadline. He informed the employee from the beginning that his future in the company will depend on that goal. If you have not seen improvement in the end, dismissal may be the best option for everyone.

2 # Exit incentives: Employee incentives to leave are better than dismissing them. And you will see how much he wants to stay in the company. This is a strategy that also applies to Amazon. Once a year, the technology giant offers some employees up to $ 5,000 to resign. Wanting to "empty the space" from people who do not really want to be in Amazon.

3 # Restructuring: Another way to indirectly drive an employee out is to restructure the company. So you can either completely remove one's position or merge two positions into one. Then the manager can inform the employee that his position is no longer present in the company and should find another commercial home.