We have an employee who gets their job and has the capacity, but they admit they do not want the seat anymore because our newly automated processes have stripped away the creative aspects of their role. How do we handle a GWC call when someone does not want their seat?

Question

Tyler Smith · Accepted Answer

When an employee gets the job and has the physical and mental capacity to do it, but explicitly admits they do not want the seat anymore, you have a GWC issue that requires immediate attention. In the EOS framework, a person must meet all three criteria to be in the right seat. Lacking the want is just as critical as lacking the ability.

This often happens when automation or process changes shift a role from creative problem-solving to system monitoring. The employee feels unfulfilled because the work they loved has changed. To resolve this, you must run an honest GWC check. Sit down with them and discuss their roles on the Accountability Chart. Ask them to rate their desire for each role honestly.

If they confirm they no longer want the seat, you must accept this reality. Keeping them there will only lead to disengagement, low morale, and eventually poor performance. Look at your Accountability Chart to see if there is another vacant seat where they would be a perfect GWC fit, perhaps one that requires more of the creative or relationship-driven skills they miss.

If such a seat exists and fits your business structure, transition them. If no such seat is available, you must help them transition out of the business with respect and dignity. Forcing a great person to stay in a seat they do not want is unfair to them and damaging to your company's operational health.