Do you have a mediocre employee?

High performer/low performer, the action steps are clear, but how do you re-connect

with the employee who scores 4-7  out of 10 (about 50% of your labour pool!)

Recommended action steps:

1..     Do a head count of your mediocre employees. Pull out all job appraisals and other documents relevant to each employee? Performance. Determine which employee’s performances warrant immediate termination and which employees would benefit from coaching. Pinpoint problems that may be a result of poor or uninspiring leadership and address those issues, too.

2..     Request from direct supervisors a written performance summary that outlines problem areas, concrete action plans for improvement and a turnaround timeline.

3..     Meet with each problem employee privately to discuss the performance issues. Solicit feedback on how the employees view their performances and what would motivate them to do better jobs.

4..     Consider lateral moves or demotions as options. The outstanding technician who was promoted and became a frustrated mediocre manager might be delighted to go back and be a class-A technician.

5..     Ensure that each direct supervisor is monitoring the employees and following up with feedback as to how they are progressing toward the goals for improvement. 

6..     Review your termination policy and set performance bench-marks with all managers. Be prepared to terminate employees properly, complying with provincial and federal laws.

7..     Define quality work versus mediocre productivity in your workplace. Devise methods that immediately address any deficiencies. Create a set of guidelines for employees and their managers to use as a reference.

8..     Review your recruitment methods. Bone-up on tactics that will help you recruit with better results. Use professionally applied behavioural assessments as a predictor of hiring success.—see FREE offer at top of page.

9..     When you have openings, be sure you offer enough pay to attract top-level applicants. Evaluate likely work behaviour styles, then be sure you select the best candidate.

Sincerely,  

         Chris Wilkinson.                                                                                                                                                       

Certified Business Behaviour & Attitudes Analyst.               

Business Coach.

Tel: (905) 275-2907 (Mississauga).

E-mail: buspilot@bell.net