Most business owners are afraid to
let poor and mediocre team members off their bus (i.e. let them go/fire them).
They rationalize their lack of action because the team member does some good
work and sometimes is acceptable. The business owner spends hours stressing and
worrying about them and spend even more time trying to get them to work to an
acceptable standard.
My experience is that if your heart
says that the team member is not going to work out it then you're normally
right. The day they are replaced is the day your business will starts to grow
again.
However, to take this action - i.e.
to remove a poorly-performing team member -you need to make sure that you act
in a clear and fair way. I suggest the following process:
- Firstly, you need to ensure the rules of the game and
the performance goals are clear. Team members need to know exactly what
you are expecting of them.
- Then you need to ensure that they know how to do what
you are asking and have the necessary skills to carry out the tasks.
- Once both parties agree on what is expected,
performance measures should be put in place and achievement of these
measures should be reviewed on a regular basis.
- If your team member meets the performance measures, then
your heart will tell you they are changing for the good and deserve a
second chance. If they do not, you have grounds for dismissal on the basis
of poor performance.
What normally happens in these
circumstances is that it becomes so obvious to your team member that they are
not good enough that they will quit before you dismiss them.
Just remember not to take any rash action and seek professional HR advice
before you act.
Visit Brad Sugars's Site|View More From Brad Sugars|Contact Brad Sugars
|
