I’ll say it right up front: I’m not a fan of the infamous practice of ranking employees and continuously turning over the bottom 10 percent. I think it is bad business. So when I speak about eliminating performance problems, I am not suggesting we get rid of employees. That should only be considered in rare occasions, such as when:
- You made a bad hire—and the person does not have the skills or ability to learn the skills needed for the job, or is not a cultural fit for your organization; or
- The individual’s bad attitude negatively affects others and the work—no matter how much coaching and encouragement you provide.
In my experience, most of the time we can avoid letting someone go by following a simple four-step process that eliminates the problem instead of the employee.
Step 1: Set clear expectations for performance.
People need to know what a…
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