Do you have an employee on your team who is not performing and giving you problems? You may have inherited this employee, or you may have selected them yourself. However, if they are not performing, then you may have to “bite the bullet” and decide what you’re going to do about it.
I’ve experienced customer service people who shouldn’t be let anywhere near a customer. Secretarial assistants who couldn’t spell or type fast enough; engineers who couldn’t read blueprints and plumbers who couldn’t plumb.
A telecoms manager on one of my seminars was telling me about one of his engineers who worked in the tunnels under London maintaining cables and equipment. This guy was always off sick and when he was at work, he kept making mistakes and generally not doing his job very well.
The engineer had been spoken to on several occasions about his poor performance; however, he hadn’t made much progress. Eventually they discovered that this engineer suffered from claustrophobia. He was trying to deal with it himself and didn’t want to tell anyone. He thought he would be perceived as weak and not able to do the job like the rest of his mates.
He was obviously in the wrong job and was immediately transferred to another role where he wouldn’t have to work in enclosed spaces.
A client of mine realised that the customer service person, they’d recently employed, couldn’t handle the pressure of difficult customers and situations. They realised that training wouldn’t solve the situation, so they transferred her to a job where she produced quotations and didn’t have to speak to a customer.
I started my working life as an apprentice engineer. With all the other apprentices we went through the training that that would teach us to be engineers. However, some of them found it really tough. There was no way that these apprentices would ever be successful engineers and hopefully they all found a career more suitable to their talents.
If you have someone in your team who is unable to do the job and is unable to learn, then you need to transfer them into something they can do, or advise and help them to find other employment.
Now I know that may seem harsh and it’s not always easy or feasible to release people. However, you’ll never achieve your outcomes with the wrong person in the job.
The business may suffer and you’re in great danger of de-motivating the other members of your team. They won’t want someone on the team who can’t do the job.
So, for the good of the business, your success, your stress levels and the rest of the team, make sure you have the right person for the job.