Oftentimes, as a manager we believe that as long as project goals are being met, we can let poor performers slide. Handling poor performers can not only consumes lot of time; but if handled incorrectly, it can create a hostile work environment for your other employees. After all, no manager is looking forward to have a difficult conversation with their employees, especially in a crunch time. But if you keep ignoring these poor performers then it can create a disastrous situation for your team. You might encounter following consequences, if you refuse to deal with your poor performers.
Decline in your team’s productivity: Let’s say, Joe is your go-to guy, and a good performer. Let’s say, Steve is your poor performer in the team. Joe is monitoring Steve’s performance from last 2 months, and he sees that even if Steve’s performance is bad from last 2 months, their manager is not taking any action to correct his behavior. So, now Joe may begin to wonder what the point is of his extra efforts and working overtime. Due to the multiplicity effect of this behavior, you will have a team of 60% poor performers within few months.
High turnover rate: When your poor performers are not working, your good employees are working twice as hard as usual to keep projects on track or to correct the mistakes of the incompetent employee. If your poor performer doesn’t face any consequences from you, your good employees can lead to resentment, unhappiness, and, eventually, leave your team to seek employment elsewhere.
Creation of rumor mills: If your go-to guy (Joe) keeps on seeing that the incompetent employee is getting away with his poor performance for months, then he might think that your poor performer (Steve) might have connections with upper management. It’s human nature. When we see any wrong action from someone without any consequences, we try to think up number of reasons for justifying that behavior. In my example, some of the rumors that can stat are….What does so-and-so have on the manager? Why is everyone so afraid to reprimand so-and-so? Etc.
Though it is very difficult and unpopular to deal with your poor performers, it is your utmost responsibility, as a manager, to address these performance issues as soon as they are noticed. This practice will help you to avoid problems in the future and create a healthy work environment for your team. I hope, this blog came to you as an eye opener, so that you can handle your poor performers in the future. Let me know, if you know of any other issues that your poor performer might create. Thanks – Bhavin Gandhi