Fractional Executives are often brought in to create clarity, restore alignment, and accelerate growth.
But there is one issue we often encounter that quietly erodes all three: nonqualified employees.
Whether you are stepping in as a Fractional COO, CMO, CFO, or another executive, one of your responsibilities is evaluating the team. The hard truth? Not everyone who was part of the journey up to this point is qualified to go where the company is headed.
So how do we identify who stays and who goes?
1. Define “Qualified” Before You Judge
Being nonqualified does not mean someone is bad. It simply means they are not a fit for this seat at this stage. As a fractional leader, it is your job to define what the seat requires now, not what it needed three years ago.
Ask:
• Do they GWC the role (Get it, Want it, have the Capacity to do it)?
• Are they aligned with the company’s core values?
• Are they meeting the clearly defined performance expectations?
If the answer is “no” to any of those, it is time to dig deeper.
2. Observe Behavior, Not Just Output
A high performer with toxic behavior is just as dangerous as a low performer who is well liked.
Pay attention to patterns:
• Do they miss deadlines or require constant follow up?
• Are they defensive during feedback?
• Do other team members have to work around them?
You are not just looking for results, you are evaluating how they show up, communicate, and contribute.
3. Use Data
Fractional leaders bring an outside lens. Trust it.
Look at:
• KPI trends
• Ninety day performance snapshots
• Feedback from peers and direct reports
Sometimes the team already knows, but they need a leader to validate what is unsaid.
4. Conduct a Team and Employee Analysis
A thorough analysis is essential to making smart, fair, and objective decisions.
Fractional leaders should conduct:
• Role clarity assessments
• Cultural alignment reviews
• Skills gap analysis
• Team dynamics audits
This is not just about who is underperforming. It is about uncovering strengths, redeploying talent, and building a structure that aligns with the company’s future vision.
5. Do Not Wait to Make the Call
One of the most damaging mistakes a company can make is waiting too long to address a nonqualified employee. Every day they stay is a tax on culture, morale, and momentum.When it is clear, act. Professionally, respectfully, BUT decisively. You are not firing a person. You are freeing a team. Have a clear offboarding plan. Treat them with dignity. But do not stall.
Clarity is kindness.Your clients brought you in for a reason. Trust your clarity, and lead with conviction.
ATLATL Business Solutions specializes in helping leaders and business owners perform these evaluations with speed, precision, and clarity. Our frameworks are designed to help you spot gaps, unlock potential, and confidently make people decisions that benefit the entire organization