Unfortunately I'll probably hear it again in the future - more than a couple of times.
"Sandi ... my staff member's performance has been terrible for months now ... but I just don't know how to handle it. What can I do?"
Hmmm ... where shall I start?
It's more than amazing to me (and frustrating, I'm sure to other employees) that a leader cannot, will not deal with poor performance. Far too often, I see leaders adopt the attitude of 'if i just ignore it, it will go away".
I've seen low-performing staff 'carried' by others for months - even years - on end. Leaders waiting for them to leave of their own accord do so at their own peril.
While the under-perfoming employee remains, morale goes down the tube, team performance targets are missed, gossip and back-stabbing increase and stress levels go through the roof.
Leaders must learn the skills of perfomance management and being capable and confident in having those tough conversations that no one really enjoys but they have to happen.
Want some help in developing these skills?
Send me an email at email@example.com and I'll happily have a coaching session with you by phone to get you started.
It's my gift to you - and the rest of your team.
So contact me now at firstname.lastname@example.org - delaying will only make things worse, I assure you!
Michael Crowe says:
1-November-2013 at 3:05 am
When managers shy away from tackling performance issue, they rationalise their acts by thinking they're being nice.
I think it is important to help Managers realise that being "nice" like this is a form of employee abuse as they preventing their staff from growing and succeeding.
The only way to be nice is not to be so "nice"!
14-January-2014 at 12:52 pm
Interesting thoughts Michael - thanks for your comment.
Yep - leadership is NOT a popularity contest! Leaders need to make tough decisions and take action that is in the best interests of achieving the organisation's goals while respecting and supporting the individuals within it.
You might be interested in reading about my latest initiative to extend my own growth - you can read about it here: sandi2014.wordpress.com
I recently attended a three-day women’s festival that I attended for the first time in 2016. It’s never the same the second, third or umpteenth time around is it? First of all, there’s that ‘first time newness’ that we can only get once. “Wow! Look at that!” “Goodness, that’s amazing!” And so on … because we are seeing things through fresh, first-time eyes.
In our subsequent visits, while we look for that same magic, but logically know it will be different than our beloved ‘first-time’. We then start to notice what’s not there that we liked the previous year(s), and lament “But I really liked that!”
So this year, I decided to focus instead on what was new, different and intriguing. And that’s how I came across The Release Tree.