Your options when a team member underperforms…

So you’ve got a team member who is not cutting the mustard. And like many other business owners, you have avoided the issue for too long. And now its starting to cost the company money. And more importantly, its costing you money. So what can you do?

Well, there is a lot that you can do. You can act quickly and get a result thats good for all. There is a good deal of learning to be done at the same time because if you do not learn, history will repeat itself.

You must be a great leader in your business and you will attract great people.

Firstly, you’ve got to answer this question. Did you hire bad people or did they get bad since you hired them? Either way, the problem is still yours. Quite often, the hiring process is overlooked so this is a good place to start irrespective of outcome. Take it slowly.

Back to the underperforming employee. before you begin the process of fixing or firing youve got to have a few things in place. This is because if things go wrong, you need to be compliant.

1. Proper contract of employment – This is a very simple one page document and is for your benefit as much as the team member.

2. Job description – outline in detail what the role entails and more specifically what you expect from the team member and how performance will be appraised.

The standards and levels of commitment required by SME companies are rising and its not ok just to turn up for work and expect to get paid. So this needs to be outlined to the team member from the outset and right through their career. This does not mean that work becomes difficult, it just means that people know what they have been hired to do and by doing that, it will help them in their career as well.

It’s OK to challenge someone if their work is not up to scratch. Its OK to challenge someone  if their attitude towards their work, their work colleagues, their bosses or their customers is not what it should be. Its costing the business owner money every time.

It may be that they need to talk about an issue and  maybe you can help. It may be that they have other stresses in their lives – You need to know that but you do not need to fund that for an extended period. It may be that they are unfilled in their career and they need a new challenge – You may need to help them with that.

Remember that sometimes people need to step outside their comfort zones and and make a change for themselves. Sometimes, you as a business owner have to accelerate this process. Are you ready? Call me on 087 222 0720 to discuss.

How Well do you Sell Yourself? The 12 x 12 x 12 Rule

If you are in business and it’s success depends on your ability to sell, then you may need to take a close look at yourself because peoples’ perception of you will directly reflect the success you achieve.

Consider the rule of 12 x 1 2 x 12

1. How do you look from 12 Feet Away

  • How professional do you look – do you reflect the best in your industry
  • How do you hold yourself and how do you walk – What does your physiology say about you?
  • How aware are you of your surroundings and how present are you?

 

2. How do you look from 12 Inches

  • How is your greeting and handshake 
  • How is your attitude and does it reflect your positives or negatives. Will people want to spend time with you
  • How focused are you on what is going right in your life?
3.What are the first 12 words that you say?
  1. Every professional must be able to present themselves succinctly to the point that what you say, triggers a question from the person you are speaking with.
  2. Your message must be simple and not contain more than 1 or 2 items
  3. Your message must be relevant to the other person in the conversation.

Which type are you?

How committed to your job are you?   How committed are you?

How competent at your job are you?

Very often business owners complain that the team that they have is no good. In most cases, they have to shoulder full responsibility for this. They either hired the wrong people or the people they hired dis-improved since they got there.

So, on a scale of 1 – 100 how would you grade your commitment to the business?

and on a scale of 1-100, how competent would you say you are?  

If you have a score above 50 on both, its fair to say that you are a good employee and should be given more responsibility and more rewards for your efforts.

If you score low on competence but high on commitment, then we need to provide more training for you

If you score high on competence but low on commitment, then we need to understand the reason, question the reasons why, and work with you to remedy. If no improvement, then possibly move on.

If you score low on competence and low on commitment, you are probably in the wrong job. You are doing nothing for yourself and nothing for the employer. We suggest you should move on – fast.

Call Derek on 087 222 0720 to discuss your team and your leadership