”I’ve told him how to do it six times and he’s still doing it wrong. I’m so frustrated!”
Welcome to the world of management my friend.
If you have employees who aren’t performing, it is usually because of one of these 3 things: They are either
or a combination of the above.
1. What to do With The Untrained Employee
This is where the majority of employee issues come from. However leaders often don’t recognize it. Why?
Telling an employee what to do doesn’t mean they understood or assimilated it. Sending them to a class doesn’t guarantee their understanding either. Most employees need to see the information, hear the information and have a chance to practice the task several times before they truly get it.
If your employee isn’t performing, talk to them. Make sure they understand what they are supposed to do and how they are supposed to do it. It’s always a good idea to give them written instructions to which they can refer when they are unsure. You may also discover there are roadblocks keeping them from doing their job. Perhaps there is a software glitch. Maybe there is an unresponsive middle man. If you can fix those problems, do that as well.
If you’ve made your expectations crystal clear, and they still aren’t getting it, consider #2 below.
2. What to do With Unable Employees:
There are some employees that just don’t get it. It does not matter how many instructions you give them or classes you provide, they just aren’t capable of doing the job. It doesn’t mean they are dumb or not great employees; they have simply reached their max performance level in their current job.
When you are dealing with an employee who is unable to do the job, you’ve got two choices.
A – If they are good, loyal employees, keep them, but transfer them to another position where they are better suited.
B – If that is not an option, you need to let them go. This is imperative. Leaders, the worst thing you can do to your other employees’ morale is keep a non-performer. It will cause your good employee’s to become resentful and their productivity will drop too. You can’t afford that.
Let’s see where we are. First, you made sure the employee is trained. Second you’ve confirmed that the employee is capable. But they are still screwing up. What then? Look at #3.
3. What to do With Unwilling Employees:
These are the employees who are able to do the job but they flat out, don’t want to do it.
First, talk with them. Determine where their unwillingness is coming from. In this conversation, you’ll discover whether there are issues you can fix or issues they need to fix. In either case give them opportunities to correct their course and document your conversations, consequences and results. If they don’t change their behavior, it’s time to be helpful: help them find another job by firing them.
Too drastic? Speaking from 15 years of leadership experience, the unwilling employee’s performance is not going to get better. Ever heard the saying, “You can’t fix stupid?” Well you can’t fix attitude either and that is exactly what the unwilling employee has.
What do you think? Are there other reasons employees don’t perform?
Shut the front door! There are more posts on this topic? Yes!
- More Money Leads to Poor Performance
- Corporate Culture and Consistency
- The Simplest and Best Advice About Delegating I’ve Ever Heard