5 Ways Managers Deal with Employee Performance Problems



1.  The Best

The best employee managers are proactive about preventing problems from occurring. They realize “an ounce of prevention is worth a pound of cure.” (Ben Franklin was right!)

These managers are admired by their peers for they seem to have no stress or problems in dealing with employees.  They appear to effortlessly have good performance from their staff so they move easily to higher paying jobs.

2. Ostrich Approach

These managers think the way to deal with employee performance problems is to bury their heads in the sand, pay no attention to the problem, and hope it will solve itself.

This strategy almost never works.  If the problem does goes away it is almost always for a reason that is not related to anything the manager did.

What usually happens is the problem that was once small becomes much larger instead of going away. Now the manager is forced into being reactive or retreating into further silence and inactivity hoping that if he ignores the problem then others will also.

3. The Blame Game

There are managers who think it is not their problem at all. Employees are born motivated or not and there is nothing they, as managers, can do to change that.  They fail to understand that if they can’t positively impact the work of their departments then why are they needed?  Their departments would probably do as well or better without them.

4. Think They Possess the Immunity Idol –

Some managers think they will not be held responsible for employees who are not motivated and don’t work. They can blame it on the employee and they think that their friendship with the boss protects them from any negative consequences.

This approach can work for a while but sooner or later they may find it backfires.  Things come home to roost.  Bosses need someone to blame also and when shareholders are unhappy or upper management is unhappy then the manager could be the first one to be in the spotlight of examination if it is their department that is not producing – better the manager’s head than his boss’  head.

5. Is There a Problem? Denial is King. (The Emperor’s New Clothes Approach)

Some managers think the best approach is denial. They want everyone to believe everything is find despite reports to the contrary. They may even offer lame excuses but do nothing.  They have convinced themselves but not others that there is imply no problem.

You Have a Choice About Your Future

“Proactive” is always better than “reactive” or “passive” when dealing with employee performance problems.

Choosing to be proactive is easier, less stressful, less time consuming, and less work to “do it right the first time” rather than dealing with the consequences of having to clean up the mess that is caused by:

  • Ignoring the problem so that it has time to grow into a big problem.
  • Playing the Blame Game and doing nothing to correct the situation.
  • Denial – claiming there is no problem. Acknowledging a problem is the first step to solving it.
  • Expecting immunity from consequences based on friendship with the boss can backfire.

It is Your Choice and Your Future

Why not look like a wise manager who has a department that is “thriving” not just “surviving”?  Your success is tied to the success of your group.

You are the captain of your fate.  Your future is in your hands.  Choose wisely.

Copyright (c) 2010  Lois Moncrief  All Rights Reserved




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