Turnaround or Terminate? How to Deal with "Problem"Learn Management Articles on management-info.biz. Turnaround or Terminate? How to Deal with "Problem" article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
crowd! Many of my coaching clients - businesses owners or managers - tear their hair out over one or more toxic employees. In our business environment, we tend to recreate the dynamics of the family we grew up, so no wonder problems develop. It's amazing often a business owner or manager will endure a 'problem' employee, unable to help the employee make positive changes and unable to fire them when necessary. Tolerating a problem employee is like walking around with a sliver in your foot - highly irritating, but you can kind of get used to it. Then, when you finally pull it out, you can't believe the relief! That relief generally comes in one of two ways: either you and your employee are able to make some mutual improvements, or you part ways. I recommend a two step approach to this issue. First, you do whatever can be done to turn the situation around. Very often, you may have made a few half-hearted attempts to resolve the situation, but feel lost at sea about what else can be done. You must address the issues directly, calmly and clearly with the employee. Expectations must be set, problems and solutions explored. Check in regularly with the employee to monitor progress. On a more powerful level, the turnaround can result when you learn your own and your employee's behavioral style. I like to use the Platinum Rule assessment, developed by Dr. Tony Alessandra. It's inexpensive ($30 - $50), easy to understand and extremely powerful in helping us understand our own and others' behavior. Your style and this employee's style probably differ. (For more information on the Platinum rule, visit: http://www.authentic- alternatives.com/platinumrule.htm ) The Golden Rule advises you to treat others as you would like to be treated. The Platinum Rule advances this to the next level and suggests that you treat others as you would like to be treated. Your 'problem' employee may be - and probably is - a different style than you. The Platinum Rule shows us four core behavioral styles (Relater, Socializer, Thinker and Director) and gives us many concrete tactics of how we can flex to meet the other person's style. I have seen near miracles occur - the proverbial light bulbs go off - when my clients use this assessment to better understand themselves and their employees and co-workers. The second step of the two-step approach: suppose you've fully implemented the first step (turnaround) and the situation remains unacceptable. Now it's firing time, and because I bet you care about other people, you know that it's one of the most unwanted and difficult tasks an owner or manager faces. I encourage my clients to remember that a business or organization cannot afford to carry an unproductive and toxic employee. An employee person unwilling or unable to make the necessary improvements must be sent to find an employment situation that fits them better. This does not make you an evil or uncompassionate human being. So pull out 'the sliver' and create a positive, unstoppable team. The number one key to professional success is the quality of the people you surround yourself with - employees, colleagues, spouse, friends. Life speeds by, so remove the rocks from your river and let it flow forward, full force. If you can't turn around a problem employee, you must let them go. It's not your fault and if you want your business to flourish, and you will at times find you have to terminate.
|
More Articles:1. Pareto's Law- Your Formula For Success By John Payne A 'dirt-world' retail business I used to manage had a large turnover, a very high profit, and less than 100 lines. Early in 2001, I was contracted to manage another business. This one carried over 800 different lines, yet had a turnover of only about a sixth of the other business, and a lower profit margin. They both had a comparable amount of traffic and credibility in the market, so how can it be that the results were so different?The explanation starts with Vilfredo Pareto, an Italian econo… 2. The "Leader's Fallacy" May Be Howard Dean's Undoing By Brent Filson Howard Dean's tenure as chairman of the Democratic National Committee will be fleeting unless he avoids a common leadership trap I call it, the "Leader's Fallacy".Leaders adhere to the Leader's Fallacy when they believe their enthusiasm for a particular leadership challenge is automatically reciprocated by the people they lead.However, in leadership, automatic reciprocity is an illusion. Just because you as a leader are motivated, doesn't mean that the people are motivated too. Howard Dean i… 3. You're The Expert, You Fire Him! Steve and Ellen had three children: a daughter in New York, another daughter in California, and a son who had stayed around to work in the family company. The couple ran a manufacturing company in Indiana started by the husband's father. Although he was in his nineties, the grandfather still came to the office every day (during the parts of the year when he wasn't in Florida). Like so many family businesses, there were three generations involved simultaneously. The problem? The successor: Ste… 4. Satisfied Employees, A Powerful Marketing Strategy By Kathleen Gage Even in today’s still uncertain economic times, there are companies who are doing extraordinarily well. Why is it that some companies are thriving while others are barely making it? You can always blame the economy, but is that the only reason? The answer could be as simple as how respected and appreciated your staff feels.Recently I visited a store to buy pet supplies. I was given a pleasant greeting, assisted with my purchase and made to feel like a valued customer. It was a good experience … |
||||
