Almost everyone wants to succeed at work. Employees usually
try to do a good job, and when you as a department manager
find that a particular employee is not measuring up, the problem
will usually be resolved with additional instruction or coaching.
Occasionally, all that is needed is a tap on the shoulder & in
this a case a candid discussion with the "problem" employee
about the performance problem.
Unfortunately, occasionally an employee simply will be incapable of performing
the job duties assigned to them. If the company is large enough, and the performance
problem stems from aptitude rather than attitude, it may be possible to transfer
the employee to another position where his or her skills and talents would
be a better match. Another possibility is that the employee may need to be
terminated if their performance does not improve.
At risk employees deserve:
To be told about managementís concerns in private
To be given specific goals to achieve
To be given a reasonable timeline in which to make the
To be told how and when their performance will be measured,
To be told the consequences if their performance fails
to improve within the
time frame established & specifically termination of
One final thought:
Managers that fail to terminate poor performers after giving them adequate
warning are acting irresponsibly. These managers risk alienating other employees
who will almost certainly recognize that the substandard performer is receiving
special consideration. Co-workers may quickly become resentful of the fact
that they must handle the work the unsatisfactory employee is not completing.