I hate to break it to you, but leadership is quite often about dealing with the poor performers on your team. When taking on your management role, it’s easy to think you’ll simply get promoted, staff your team correctly, give them good resources and instructions, and—like magic—exceptional performance will result. Well, not really. A surprising amount of your time will be spent dealing with underperformers on your team, as the quality performers usually require very little attention.
Don’t fret. In this week’s Management Tips, I’ll share some welcome news: any type of performance issue can be dealt with! The trick is to keep your emotions in check, remain positive, and maintain a desire to do what’s right for your team. Often professionals wait too long to deal with performance issues, allowing those issues to create resentment within the broader team. Addressing performance issues in a timely manner isn’t just good for your team—it’s good for you, too. As a manager, you’ll be expected to develop your team and resolve conflict in order to be promoted.
In this week’s second, members-only video, I’ll address the related issue of delivering feedback to underperforming employees. You might want to watch this one first to give yourself a quick edge in dealing with poor performers!
Be sure to check back next week for more Management Tips.