Managing Great Employees with a Chronic FlawJudah Hirsch
Some employees stand out more than the others. Perhaps an employee can compile great reports in a short amount of time, manage to get a ton of paperwork done, or reach the sales quota like no one else’s business. It may be embarrassing to admit, but sometimes the office just can’t stand losing a quality employee. It would involve hiring and training again just to hire that quality employee who is really an asset to the company. Thus, what are good guidelines in managing great employees with a chronic flaw? Notify Let’s say Dan is a really great employee but he has a major flaw – he is always, perennially late. The first step is notify him of the exact problem. Do not mince words. After all, the employee in question may not have been aware after all that his “chronic flaw”, in this case, tardiness, is of great concern to the company. Perhaps he is thinking, “it wouldn’t matter that much since my tardiness gets deducted in my paycheck anyway.” More than just mere notification, he must be made aware of the consequences of his actions. It must be made clear to him that as a result of his actions, work gets backlogged; the other employees down the chain are stalled because their work depends on him; and so on and so forth. Explaining the issue in a forthright manner would make the employee aware of the problem, and be an impetus for his resolve to change. ugg mini bailey button Compromise, when possible Some employees need help. Whether it be an internal arrangement or a special accommodation, sometimes a compromise would be beneficial to both the employer and the employee alike. In our example, let’s say that Dan’s constant lateness is due to the fact that he commutes 20 miles to and from work. A suggested measure would be allow him to clock in thirty minutes later, but his work hours are adjusted and he goes home to work later than the others. Don’t be too generous though, because there are other employees who are prone to abusing benefits. Calibrate your management style accordingly, and only grant compromises for truly valid concerns. nike air tn Monitor The next step is to monitor the performance of the employee in issue. After having been given due notification and compromise, has the situation improved? The management has to decide whether the employee can be reformed or if such efforts would just prove futile. air jordan 14 retro Train Other Employees Perhaps this so-called ‘great employee’ stands out because he is the only one trained for the position in the office. Thus, it would be a good idea to train other employees so that they can rise to the occasion when needed. buy ffxiv Items This could be in the form of seminars, workshops and other exercises in order to improve the skillset and competency of your office. It’s always good to have options, especially in the do-it-yourself, “start-up” mindset of today’s workforce, where many roles can be collaborated upon and virtually everything can be learned and trained. adidas gazelle soldes Sever when necessary No employee is perfect. But if the chronic flaw of your studious employee is too glaring and is always a cause for concern, then perhaps it would be wise to go to the last resort. If the employee truly is resistant to change, it is best to sever the employment contract. Peace of mind is always important in the workplace. No one is truly irreplaceable; be it in work, relationships, or in life.