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. How to Build Your Business and Still Take Time Off By Hannah McNamara We all know people who are like human dynamos. They seem to make an art form of building their business and still enjoy quality time with friends and family. It isn’t magic, you can do it too.The world of business ownership or management is inhabited by two main personality types. There are people who never miss deadlines, who can be replied upon to deliver the goods whatever the odds and, who seem to thrive under pressure. Then there are people who achieve very little and yet seem to be perma… 2. The Professor Makes A Minus Power Move By Barry Oshry If you think the power move has costs, consider the alternative. We are talking -- four friends -- bringing one another up to date on our personal and professional lives.David is department chair at the university; he is depressed. “Bummed out,” he says. “I find myself withdrawing, caring less and less about the department, the school.”We are stunned; just a month ago David was so enthusiastic about the possibilities he saw for creating a dynamic department. This is a man who deeply cares abou… 3. Managing the Human Resource Project By John T. Mooney We obtain strategic results by aligning HR mission, vision and values. The following overview highlights a macro approach to project management. Seeking a stretch assignment, such as ownership of a major corporate HR initiative, we lead our organization by example. Strategic project management affords an exciting and challenging opportunity to direct our futures and show case our talents.The VP of HR announces to the team that we must transition from a decentralized function to a centralize… 4. Employers - Protect Yourself from Custody Battles that Hold Your Company Hostage By Charlotte Hardwick Child custody? How'd that get to be an employer's concern?When an employee faces child custody litigation, it will effect their ability to do their job. And it often causes legal consequences for their employers as well. Unless you know where to draw the lines regarding your legal obligations and exposure, you could find your employee's custody difficulties costing the company in a variety of ways.Custody problems have a major impact in the workplace, where they effect other employees, as well… |
||||
