Too many managers and too many companies keep hold of poor performing employees for significantly longer than they should.
Someone is not always better than no one.
They are quite happy to go home and moan about how they have an under-performing employee or tell their mates / friends down the pub how bad they are; but you know who they should be telling ‘ THE UNDER-PERFORMER. The Mr/Mrs/Ms Oblivious.
It’s like this. Someone installs a new kitchen for you and there are issues. The taps are wonky, the worktop is uneven – you think nothing of raising your concerns / your issues / your gripes. Yet when it comes to the ‘under-performer’ too many people stick their hand in the sand.
Maybe they will improve?
Maybe their time-keeping will get on track?
Maybe they will start to meet deadlines?
Maybe they will perform to the standard required?
Or maybe they won’t !!!
So here is the deal – the longer you leave the under-performer left in the dark, it is costing you money and it is costing you energy and it is costing you the disdain of their colleagues as well.
So ‘doing nothing is not an option’
Tell you why…. There is a time limit on qualifying periods of employment. Under 2 years service means that you can make a case to dismiss as employment is under the qualifying period. The caveat says that of course there are options where discrimination cases can be brought.
Make sure that you have regular one to ones, make sure that you keep a note of the meetings and make sure that you keep on top of it. If you don’t, then you are causing yourself the biggest migraine.
More often than not, we allow people to plod on, to allow people to continue to be the under performer, but you need to think of the consequences.
Hence why – it’s not charity week. It is easy to do nothing because you know that if you dismiss them, you know that maybe they won’t get that holiday just booked or that they are planning a party or a wedding; but that is no justification for keeping someone in employment who is under performing.
As long as you think that they can improve, then keep at the one to one’s and personal improvement plans going to get there, but if there is no chance, then deal with it.
Stop procrastinating. IT IS COSTING YOU MONEY. Time costs money. Doing nothing costs money. You are in business to make money.
So, cut loose when appropriate. Make sure you get it right – use 44HR to do that.
Get the business case aligned, get the performance examples written down and then have the meeting.
44HR coach you through it. Don’t waffle, don’t talk too much – you could back yourself into a corner, don’t take in the sob story. Be clear that this is business. It is a business decision.
Be clear, be concise, be assertive in your decision and your action.
Make sure that the meeting is concluded with no ambiguity and followed up in writing.
Most of all, use expert help and support if unsure what to do.
My point of this blog is to emphasise that doing nothing with an under performer costs more money and time than doing nothing.
It’s not personal, Its not emotional, It’s not charity week.