We have a team member who is an absolute core values fit and desperately wants to keep their current seat, but they simply do not have the cognitive or operational capacity to handle our new automated workflows. How do we handle this conversation without making them feel discarded?

Question

Tyler Smith · Accepted Answer

It is one of the hardest leadership challenges you will face: a loyal team member who perfectly aligns with your core values and desperately wants their job, but simply lacks the capacity to perform in their seat. Under the EOS framework, this is a clear Right Person, Wrong Seat issue.

To handle this transition with dignity, you must approach the conversation with absolute clarity and empathy, utilizing the Trusted Advisor approach of focusing on their long-term well-being. Keeping them in a seat where they are consistently failing is not doing them any favors. They know they are struggling, and the constant stress will eventually destroy their confidence and damage team morale.

Sit down with them and walk through the GWC tool together. Highlight their stellar core values alignment, showing them how much you value them as a person. Then, have an objective discussion about the capacity requirements of the seat. Explain how the seat has evolved and why the current demands no longer match their natural strengths.

Look at your Accountability Chart to see if there is another seat where they do have the capacity to succeed. If a suitable seat exists, transition them immediately. If no such seat is available, you must help them transition out of the company. Offer a generous severance package and assist them in finding a role elsewhere where they can thrive.