By Cal Butera
A good employee is easy to spot: They're passionate, intelligent, creative, engaged and just plain pleasant to be around in the workplace.
The mistake many managers make, however, is to back off, take a hands-off approach and let these stars do their shining. The danger is that there is a finite duration to the 100-watt radiance these folks have — unless you take care of them, of course.
How do you react when faced with poor-performing or disruptive employees? Unfortunately, too many managers simply play ostrich, sticking their head in the sand and hoping the situation improves. The result: problems worsen, morale deteriorates and productivity takes a major hit. Don't let this happen in your organization!
Here are four things your managers may unwittingly do that damage and ultimately chase away their good workers:
Pile it on, baby: This one is the most common. Bosses have a natural inclination to think that a good worker means a hard worker and a hard worker means the ability to absorb more load — like an Everest base camp yak. Yeah, they're your go-to people, but they also start feeling like they're being punished because they're productive. Not that you can't give them more work. But if you do, you've got to pay for it — a promotion, a raise, a bonus, something.
Who's the fairest one of all? That should be you and your managers. Fairness here doesn't mean distributing work with eye-dropper precision. It means avoiding the emotional injustices a boss can inflict on his or her employees, like holding grudges, belittling the easy targets, or playing favorites or retaliatory games. Such behavior will turn off all employees eventually, but it will quickly erode the productivity and enthusiasm of a star. These people will likely be the first to look for another place to work.
With this entertaining and informative audio recording from her popular webinar, expert trainer Amy Henderson will teach you and your supervisors a series of practical, real-life tools to handle even the toughest problem employees. Problem Employees: Coach 'Em, Discipline 'Em, and Turn 'Em Around.
We pay you, don't we? Got an employee who goes above and beyond? Always gives that little extra? Don't ever reward them with a reminder of their pay. That's not a pat on the back, but a tap on the shoulder. Good employees need recognition on a basis consistent with their achievements. And that may mean your managers will be recognizing them quite often. Make it public — whether it's an employee-of-the-month accolade or a heartfelt mention at a staff meeting. Failure to do so will drain their passion.
Big plant, small pot. Your supervisors may see it as a good worker who just needs to keep doing what she's good at. She sees it as career stagnation. If you want the plant to grow, you've eventually got to get a bigger pot. The manager needs to find areas where an employee can nurture her skills. Good workers need fresh challenges, opportunities, and foremost, a boss who recognizes that. Great workers grow. Let them.
Problem Employees: What's your tactic?
This audio recording focuses on practical, hands-on solutions — not theory! Amy quickly walks you through a series of five real-life scenarios, explaining how to discover the root cause of the problem and the manager's proper response.
Discover the essential steps to deal with problem employees quickly, appropriately and effectively. You'll learn: - The two types of poor performance — and why it's important to know the difference.
- The correct steps for "diagnosing" problems before trying to reach a conclusion (avoid "management malpractice").
- How to avoid a common trap that prevents managers from staying objective.
Specific words to use in employee coaching meetings — words that focus on the situation, not the person!- An easy, yet powerful, tool for tracking employee performance (no smart manager can do without this!).
- Four "coaching points" to include in every employee discussion.
- How to foster ongoing employee feedback throughout the year (As Amy says, "Discussing performance only during the performance appraisal is like dieting only on your birthday and wondering why you're not losing weight!").
- How to know when to terminate — 8 questions to ask.
- And much more!
Order Problem Employees – and start "fixing" your problem employees today!
No comments:
Post a Comment