Poor Performers

Haaaappy Friday,

You hired a nice person, but they're just not up to the job.

Now what?

Here are seven key considerations:

1.     The competitive marketplace rewards character and competence. A leader's job is to build more of both and not accept less.

2.     Underperforming people means an underperforming organization.

3.     Tolerance of poor performers is an insult to high performers. It also contradicts the organization's claims of excellence, dims its trajectory, increases reputational risk, frustrates, demotivates, and silently fuels turnover.

4.     Dismissing poor performers motivates those who remain, validates and fuels a culture of excellence, maintains the organization's success trajectory, strengthens its reputation, opens opportunities to enhance the team, and helps attract more high performers.

5.     If you know someone isn't going anywhere in your organization, retaining them just wastes their precious time. Helping them get on with their careers elsewhere is the right thing to do.

6.     People respect the decision to dismiss poor performers...more than you think.

7.     Arrange a dignified exit. There's a fair chance they’ll be a client one day.

Yes, the joys of being a leader. And you thought it was going to be about engineering.

Have a great weekend,

Dave

Feedback and blowback are always welcome here: dave@goodnewsfriday.com

All past topics are available @ goodnewsfriday.com

Written by me, not ChatGPT: valuable speed assist and blunder avoidance by Grammarly