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Post by jeff on Jul 17, 2013 6:16:50 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
Focusing on the weakest link in your chain will not make that link that much stronger, but it will serve to show the rest of the chain neglect and let them start to rust. Although you may be tempted to focus on this one guy and make him catch up with the rest of the team, that is not always what is needed. If you can get the strong memebers working together efficiently and improve their focus as a group, then you weak guy will have to catch up or be left behind.
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Post by blaine on Jul 17, 2013 19:04:34 GMT -6
I think that the article made a valid point about not spending to much time on your employee who is the lowest performing. In order to ensure that you have a great team of employees, you should focus on helping them grow and develop all of the time. You can do this by providing inservice and professional development activities for them. This should help all employees grow and develop but especially help those who are lower performing.
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Post by melissacantrell on Jul 18, 2013 13:22:29 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
At Raising Canes, we as managers, are taught to spend more time with our highest performing employees, opposed to our lowest. This may seem odd to some, but it is much more beneficial to an organization to perfect an already great employee than it is to try and fix one that is weak. Weak employees eventually tend to be phased out, and no longer become a point of concern. Higher performing employees, on the other hand, tend to stay with companies long term and often have potential for promotions, especially to leadership positions. Every company is going to have certain employees that do not keep up to pace with the rest, but you can not waste too much energy on these types of employees and avoid those that are already doing a great job.
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Post by Michael Miller on Jul 19, 2013 15:28:42 GMT -6
I can see this happening a lot. However if there is one particular employee that keeps coming up short and its occupying too much of your time then let them go. You have a business to run, sorry it didn't work out.
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Post by cmbrogan on Jul 19, 2013 23:01:05 GMT -6
INSTANT MBA: Don't Let Ego Distract You From Your Focus
Sometimes we can be our own worst enemy. Letting your own pride stand in the way of getting things done isnt an easy thing to overcome when it happens. Being humble isnt always easy in the moment, but in the long run it will be one of the biggest stepping stones to success you can practice.
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Post by hayleymcglothren on Jul 21, 2013 21:42:27 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
I agree that spending too much time on one weak link in the company can take away from other necessary tasks. If the rest of the team is on target and one employee is not, give them a fair chance. If they still cannot perform then a company needs to cut it's losses. If someone is not beneficial to the company, you are just paying them out of pity rather than good sound judgment.
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Post by lydell on Jul 22, 2013 6:52:10 GMT -6
In the business field, it is very rare that an endowed employee abruptly start show poor performance. Best way to avoid letting this get any further is to approach the employee or meet up with them. Find out some strategies that will help fix this problem, quickly, because as a manager you do care about them, but you can’t solely focus on their internal disputes. Set up an one-on-one session to get to the bottom of what’s going on, because maybe the answer is staring the both of you right in your faces. There is a good chance that the employee is just a little burned out, and is no longer motivated.It is never a good idea to spend your attention on the weakest link in your staff. Fire that person! If they cannot fix what they are doing wrong after 2 confrontations, they need to be let go. As a manager, it is important to hire people who are ready and capable for the job. Sometimes the interview process does not portray the true ambitions of an employee.
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Post by leannthompson on Jul 22, 2013 17:46:00 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
I think as a manager if you are supervising an employee with low performance you should take a step back to re-evaluate the management style your using. Maybe the employee doesn't understand what he/she is responsible for because it wasn't communicated to them effectively. Also addressing the entire group as a whole instead of just pointing out one person will push everyone to be on their game, which will benefit the company even more than just addressing the lowest performing employee.
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Post by shebilemoine on Jul 23, 2013 22:27:08 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
If you have a bad employee then don't spend too much time trying to make them better. Look at what went wrong when training was being done that way future employees will be better. If you think that this employee is doing the best he or she can then let them go if they are making your business fail. If you have to keep fixing one of you employees mistakes then that is less time spent on trying to improve the business. Sometimes it is better to just let go of bad employees.
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Post by kayminix on Jul 24, 2013 14:45:06 GMT -6
INSTANT MBA: Don't Spend All your Time Fixing Your Worst Employee
Although I think that having a bad employee can hurt you, it shouldn't take up all your time trying to improve them. If you were to do that you would look over what really is important and miss the opportunities to make your business better by coaching the people who can make a difference. The bad employees will leave, or fizzle out eventually and you will be left with a business that needs attention. Therefore you should never forget about the people who are making good things happen, as well as areas you can improve upon as a whole.
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Post by kcarson7 on Jul 24, 2013 15:23:31 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
Hiring good employees and paying them a little more will always trump hiring bad employees and spending too much time and money trying to "fix" them. If you employee lousy people who don't have your best interest in mind, and are lazy and unmotivated, rather than trying to fix them and motivate them, it would be better in the long run to fire those employees and hire new ones who will be enthusiastic about their jobs and work harder for you. Sometimes you just have to evaluate your alternatives and pick the best option for the company at the time, and if that means getting rid of employees who don't work, then so be it.
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Post by briandavis1 on Jul 25, 2013 22:09:09 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
It is true that you can not spend all your time with your worst employee. He/she should be given a chance to get themselves together and improve their work, but after a certain amount of time you have to let them go. An employee who constantly is having trouble can ether be retrained or motivated so they will want to improve.
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Post by gabrielle on Jul 27, 2013 11:29:35 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
I agree with this article to an extent. It is true that it is important to not only address the problem of the weak employee, but also the factors that are allowing the employee to be this weak. How is the employee performing so low and getting away with it? These issues must be addressed so that you can prevent other employees from behaving this way as well. I also believe that you are only as strong as your weakest employee though. So i do believe that some time must be spent with the low performer, helping them grow and if they don't want to grow than possibly your business isn't the right place for them to be working!
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Post by csummers on Jul 27, 2013 23:23:31 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
Col. Kolditz brings up a good point, that to focus on the weakest link on a team or section only distracts the manager. The best way to attack this issue is to make the environment more friendly for efficiency, and find other things that could help the team as a whole. In my opinion, if the weak link is just a bad apple, the manager should just cut the losses, fire that employee and make sure to make a more informed hire to avoid this in the future.
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Post by grober86 on Jul 28, 2013 20:55:03 GMT -6
INSTANT MBA: Don't Spend All Your Time Fixing Your Worst Employee
I agree with the article. It could be more to do with how things are run in the organization rather than employee. The following quote makes a lot of sense. "Poor performance points to conditions in the organization that allow it to occur. In the long run, it’s usually more important for you to address those conditions than it is to fret over a single weak employee." Being aware of this is what separate the average to the really great leaders
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