Neglecting Poor Performance

Ignoring a staff person’s poor performance creates problems that affect more than that person’s work. It often has a negative effect on staff morale.

Many organizations reluctantly retain poor performers. If you stop to realize how many of your resources are consumed by dealing with a troubled employee, you’ll likely raise your hiring standards.

In the long run, it’s best to deal quickly and directly with poor performance. After all, by failing to do so, you’re sending the message that poor work is acceptable, and that may be a great disservice to the poor performer.

For guidance on whether you’re addressing the problem, candidly answer the following questions:



  • Does your staff know what is expected of them on a monthly basis?

  • Do you have a way to monitor individual performance?

  • Does your compensation system encourage and reward performance?

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