Should you “fire” your difficult client?

One of the things you get better at as your sales process improves is learning how to sign up only your most ideal clients – the ones who you most love working with, and with whom you get the best results.   You get better at screening out those clients who are going to become a negative drain on your energy or simply not get the results, leaving both of you frustrated and unhappy.

However, something I see far too often is coaches and business mentors recommending you “fire your problem clients”. I even suggested it myself in my blog on letting go earlier this year.

The argument here goes “Your work should be joyful and rewarding.  You work for yourself now so you can choose who you work with”

But should you really  fire your difficult clients?

Should you “fire” your difficult client?Not always in my opinion.  Because firing the clients who you find challenging could be preventing you from growing into your true brilliance and very best work

And after all, many of us have gone into our work because we want to help people.  Sometimes in order to do that we need to step up and get better at helping our more challenging clients, not just write them off because they are not “easy and joyful”.

I know for that if it wasn’t for my most difficult clients I simply wouldn’t have grown as a mentor and facilitator and be as good at helping people grow their businesses as I am today.  I also wouldn’t have helped as many people get the results they so desperately wanted.

My client Sarah is a great example:

Sarah (name changed) is gifted practitioner who helps women break free from chronic health problems and fatigue using an intensive and powerful healing approach.

Last year she enrolled an incredibly difficult client who caused her a lot of stress.   Many would have advised her “Sarah, this one client is causing you so much stress that she’s not worth it, just get rid of her so you can focus your energy on attracting clients who are easier to work with”.  But what they would have missed was just how this client was giving her important lessons that were going to form the foundation of her future business.

You see the nature of Sarah’s ideal clients, and their health conditions means that they typically come to her anxious and exhausted and this makes them quick to blame her for any perceived lack of progress.    The healing process itself also brings up emotional responses and of course Sarah is often in the firing line.  Rather than giving up on this client Sarah stuck with it and while it wasn’t easy, the process helped her to tighten up her working structure to best support her clients, hone her coaching skills, put in place boundaries to protect her own energy, and set pricing that reflected both the work she was doing and the transformation to the health of the client.

This “problem” client was in fact her teacher.  Helping her to become a more effective practitioner – not just for this client but for all the clients to come.

This happens in my work too.   If a business owner who isn’t making any money decides to take a leap to invest in working with me, she will usually bring all her fears and anxieties, and it can be quite an emotional journey until she starts to see some results.   If I labelled these clients “nightmares” and decided not to work with them I wouldn’t get to come close to making the transformation that is so rewarding for me.  Instead I choose to work on myself.

So my advice, especially if you are in the earlier part of your business is not to be too quick to dismiss a client just because you find them challenging – they could be here to stretch you to be the best you can be.

Start by asking yourself:

Given the issues this client is facing right now in their life or business, is their behaviour or response understandable?

Client shouting and swearing at you?   Refusing to listen and arguing directly with everything you say?    It could be time for a gentle “goodbye and good luck”

But sometimes what that client needs most is not to be “fired” by you, but for you to step up and support them on an even greater level.

Rather than an excuse to “fire” them it could be a sign of an area for development for you.

Client blaming you for things that aren’t working?   Maybe you need to work on your resilience so that you don’t take it personally and are available to fully support them.

Client not getting the results?  This could be a sign it’s time to improve your coaching skills to help them through their resistance and procrastination

Client taking up too much time or draining your energy?  This is a sign it’s time to take responsibility for firming up and communicating your boundaries.

Client determined to ignore all of your advice?   Maybe you need to get more courageous on their behalf and confront them directly (this might also include the conversation about whether you part company)

In my experience every difficult client is an opportunity for growth and for you to become even more brilliant.

I remember having a very difficult client in my first ever mentoring group.   After a long phone call where she aired her grievances I was very upset and my mentor suggested I refund her.   But I realised  that the client was feeling separate from the group and just wanted to feel that she mattered. I stopped to consider whether her comments were valid and I did make changes to the way I ran the group in response.  But most importantly it prompted me to develop ways to get the group members to connect with each other to foster a sense of community – and I continued to work on this over the years that followed.

I know that simply would not have developed the successful, close-knit, mentoring community that I did, or become the mentor that I am today had I not been willing to learn from the feedback of my more challenging clients.

This isn’t to say you should always just “put up”.  There are definitely cases where you should let the client go:

So who should you fire?

  1. Sometimes you are just not a good “fit”.  Something doesn’t click despite the best intentions on both sides.   There may be a lack of flow in your communication.   Sometimes despite multiple sessions you are just not getting through and you can see that you are not making the difference you know you can make.  In this case have an honest conversation and be prepared to let them go.
  2. Maybe you wake up with a pit in your stomach or full of dread on the day you have to work with that client.   If you feel this way you are unlikely to be giving them what they need.  Ultimately this is your business you do have a choice to just end the relationship and let them go.
  3. If it is impacting on your other clients.  If it’s in a group this persons attitude could be causing other members to become demotivated or negative.  Or indirectly because the emotional impact is causing you to be less effective and it’s impacting on the quality of your work.
  4. And of course clients who don’t pay you need to be shown the door. This should really go without saying and is about getting very clear on your payment process, guidelines and legal terms.   And having the self-respect to stand by them.

And of course you won’t always get it right.   There has definitely been more than one occasion where my NOT firing a client was a due to weakness on my part because I was avoiding conflict or confrontation – but  in the end this didn’t serve them or me.

What about you?   Do you have a client that you know you should fire today for the sake of your peace of mind and for the other clients you are serving?

Or do you have a client you have fired in the past but on reflection you know you could have done more to support them instead?

I’d love to hear from you.  Let me know in the comments below.

With love

2 Responses to “Should you “fire” your difficult client?”

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  1. Thanks Catherine, a useful reminder to reflect & ‘go inside’, before taking any immediate action. I have done both over the years. With one particular client, I learnt a lot about my boundaries & focus through persevering (exactly as you mentioned), & still enjoy understanding the two way process of the work I do with my clients. With others, ‘firing’ them was the best thing I could have done, as I really was not interested in being a part of what was going on for them! It felt as though I would have been colluding, in some way. However, I know there are some, where I could have done more work on ‘my stuff’ & been able to offer continued support. Thank you for your gentle, reflective pieces – very much appreciated.

    • Catherine says:

      Hi Fiona
      It sounds like you’ve got a really good balance between knowing when to persevere for the good of the client and your own development, and knowing when to let go and say goodbye and free your time and energy for someone who can benefit from it more. Not an easy balance for any of us. And I’m glad you appreciate my musings!

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