Every leader eventually has to deal with a problem employee. It’s inevitable.
In my experience, executives generally do one of two things in this situation — and neither is ideal. They either take the easy way out and ignore the problem, or they overreact and fire the difficult employee.
While I’m a big supporter of hiring slow, firing fast, and only hiring A players, I also believe leaders need to tackle personnel issues head-on. The first step is to understand why the employee is underperforming; then, you can find a solution to the problem.
What you don’t need to do is immediately dismiss the employee. After all, you — or someone on your team — liked the employee enough to hire them.
Repairing a relationship with a problem employee sends a strong signal to everyone in the company that leadership cares about everyone on the team. It also makes financial sense. The cost of losing an employee is around $15,000, according to Work Institute’s “2019 Retention Report.” Addressing problem employees can save you a lot on recruiting and turnover costs.
As management legend Peter Drucker once said, “Organizations exist to make people’s strengths effective and their weaknesses irrelevant.” Here are six steps to help you repair a relationship with a challenging team member so you get them back on track and contributing to the growth of your business. Read more here…