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You are reading this becauseyoure in a position of leadership. You may have some people working for youwho are not quite cutting it. So, you have three options: live with them, getrid them, or help them. Said differently, you can surrender and do nothing, youcan manage them out the door, or you can lead them to success. Lets look at eachchoice more closely. 1) Live with them;do nothing The devil you know isbetter than the devil you dont, or so the cliché goes. Lets face it; thetruth is that its easier to let this situation continue than to do somethingabout it. If you fire them, youll need to replace them. Maybe they arent allthat bad. And, if you talk with themabout their performance, they might get angry, defensive, or emotional, and whowants to deal with that? Butthe reality is that, when you allow a marginal performer to stay, you send themessage to all your employees thatthis level of performance is acceptable. Dont fool yourself into thinking thatyour employees havent noticed someone who habitually operates at asub-standard level. They have, and theyre waiting for you to demonstrate thatyou are committed to upholding those standards. Ultimately, your credibility isat stake. So, while it would be easier to look the other way, if you do, youabdicate your authority as a leader. 2) Managethem out the door Youve told theemployee that they need to shape up. They havent. Youve had enough. You decidethey have to go. So, you write them up a few times. You can always findreasons: a few minutes late coming inone day not filling out the proper paperwork failure to put out a trafficcone when parking the company vehicle. You get the idea. Of course, these are pretty minor offenses and areoften overlooked. But, now that youve reached your limit, you start enforcingthese policies to the letter. If you play your cards right, you can make lifeso difficult for the employee that they might leave on their own. While thatmay sound like a great idea, it can be considered constructive discharge--which you dont want. According to Black'sLaw Dictionary, constructivedischarge is a termination of employment brought about by making theemployee's working conditions so intolerable that the employee feels compelledto leave." Its illegal and can end up involving you and thecompany in a lawsuit. 3) Help them;lead them to success Leadership is about creating and sustaining insomeone the belief that they can do something until they can believe it forthemselves. Its about creating an environment where people want to do theirbest, where you help them perform at their highest level. This may not be theeasiest path to take, but it can certainly be the most rewarding--for you and the employee. The return on yourinvestment is very high. You dont turn over the employee with thecorresponding costs. You gain a more loyal and proficient employee who knowsyou want them to succeed. Finally, you send a message to others that yourworkplace is one that believes in helping people. Every employee has different needs and expectations, and will present uniquechallenges. I dont want to oversimplify, but the three options above arepretty universal. You can do nothing, you can manage them out the door, or youcan lead them to success.
Manage,Them,Out,the,Door,You,a