I had a dynamic, wise mentor when I started
Early on, he made one big mistake that we
both learned from. Two long-time members of his senior team
developed a pattern of slacking off, missing deadlines, and
producing low quality work that had to be redone by others. Out
of his fondness for these two employees and his aversion to
confrontation, he looked the other way.
As a result of letting these 2 people slide, the other 8
members of the team were left to clean up the mess. It
resulted in resentment,
frustration, and an eroded the sense of team.
Fast forward. Hereís what I would do
expectations individually with each of the
culprits. Make sure they realize the negative impact they
are having on team morale.
Let them own
responsibility for improving their work performance and
mending relationships with other team members.
identify resources they can seek out to develop missing
skills (time management, organizational skills, planning).
priorities so they are working on the things that are
specific, measurable goals with deadlines. Ask each of
them to create an action plan and to commit to those goals and
Hold them accountable.
Schedule a meeting 3 months out to evaluate progress.
You know your people Ė and so you may choose to have checkpoints
along the way to make sure they are tracking.
Letting people slide undermines the whole
team. It lowers the bar of excellence and sends the message that
sub-par work is acceptable.
Solid managers provide ongoing, honest
communication with employees.
Just as employees should be praised for
their accomplishments, they deserve to be told when they are
falling short. Until someone recognizes that there is a
problem, they donít have a chance to fix it.
have other ideas that work for you, please share them with me
and I will pass them along to others. Or, if you have a great