Oftentimes, as a manager we believe that as long as project goals are being met, we can let poor performers slide.Handling poor performers can not only consumes lot of time; but if handled incorrectly, it can create a hostile workenvironment for your other employees. After all, no manager is looking forward to have a difficult conversation withtheir employees, especially in a crunch time. But if you keep ignoring these poor performers then it can create adisastrous situation for your team. You might encounter following consequences, if you refuse to deal with your poorperformers.
Decline in your team’s productivity
: Let’s say, Joe is your go
-to guy, and a
good performer. Let’ssay, Steve is your poor performer in the team. Joe is monitoring Steve’s performance from last 2 months, and hesees that even if Steve’s performance is bad from last 2 months, their manager is not taking any action to correct his
behavior. So, now Joe may begin to wonder what the point is of his extra efforts and working overtime. Due to themultiplicity effect of this behavior, you will have a team of 60% poor performers within few months.
High turnover rate:
When your poor performers are not working, your good employees are working twice ashard as usual to keep projects on track or to correct the mistakes of the incompetent employee. If your poor
performer doesn’t face any consequences from you, your good employees can lead to rese
ntment, unhappiness,and, eventually, leave your team to seek employment elsewhere.
Creation of rumor mills
If your go-to guy (Joe) keeps on seeing that the incompetent employee is gettingaway with his poor performance for months, then he might think that your poor performer (Steve) might have
connections with upper management. It’s human nature. When we see any wrong action from someone without any
consequences, we try to think up number of reasons for justifying that behavior. In my example, some of the rumors