Your best employee performs poorly

Question posted in Computer Hardware, Computer Software, Computer\IT Services, Electronics, Components, and Semiconductor Mfg, Engineering Services on 08 2009

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One of your best employees (technically wise) is exhibiting very poor behaving performance. You feel like you can't let him go nor hurting his feelings and motivation. Still, his attitude & behavior is way below the common standard and may hurt the team in the long run. What should be your action plan and message send to him & to the entire team?

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7 Answers

Guest

Proposed Answer:
1. Immediate action: assign the problematic emloyee tasks that enable work in isolation and require little interaction with the rest of the team members.

2. Talk to the employee and set an agreed upon measurable behavior goals.

3. Send the employee to proper training (on company's expense of course)

4a. Coach the rest of the team about fair treatment of the problematic employee setting expectations from them.

4b. Gradually assign the employee tasks that require more interaction with the team

5. Assess if the employee's behavior improved or not. Discuss the assessment results with the employee.

6a. If there is noticeable improvement, encourage the employee to continue his improvements, and coach the team accordingly.

6b Else (no noticeable improvement), re-assign the problematic employee tasks that enable work in isolation and require little interaction with the rest of the team members. At the same time, nurture a replacement from within the company or find a replacement via a new hire.

02/02/2010

Guest

I think this can be best viewed as formula:

(a) Is he commited to his work ?
(b) Is he happy with his commitment ?

Now:

1. If a=true and b=true -> check yourself!
are you sensitive enough to him and what he is going through ?

2. If a=true but b=false -> upgrade his salary.

3. If a=false but b=true -> promote him or add more responsibilites on him.

4. If a=false and b=false -> Release him so the rest of your team can be more commited and more happy with their commitments.

Few notes:
If your employee was (1) but turned into (3) - you are wrong he is at 4..
If your employee was (3) and became (2) - he is emotionally unbalanced.

02/02/2010

China

I found myself nodding my ngogin all the way through.

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