This article is a must-read for every manager. The cost of keeping an inefficient or ineffective employee on the payroll goes beyond the frustration you feel when he/she does not properly execute a task. The bad employee, their co-workers, and your company's ultimate success are all part of the equation.
Many managers are uncomfortable addressing the issue of a "bad employee." It is a fact of managing people that not every employee will be excellent at every job. The first challenge is separating your employees into the following groups: star players, good employees, and bad employees. If your company is larger than 10 people, there is a really good chance that you have at least one bad employee.
It is important to understand that keeping a bad employee on staff is not only hurting your company, but hurting that person as well. The majority of bad employees already know that they are not the best person for the job. Coming to work every day with this knowledge is frustrating and stressful. It is likely that this work related stress infiltrates the employee's personal life. A manager who sincerely cares about the people he/she is managing must be willing to take action to help an employee move into a job where they can be a star player or good employee.
While debating whether to continue investing in an employee or to let him go, the writer of this article had a very enlightening conversation with a co-worker. The co-worker asked, "What would happen to your team's efficiency and effectiveness if you replaced your bad employee with someone as good as your star player?" The answer will be different for every manager who reads this article, but for me it had three parts: 1) it freed up my time to become a better manager 2) it showed the rest of my team that good performance was recognized 3) the bad employee's replacement increased our team's throughput by three times.
When cancer enters the body, it spreads grows and spreads throughout if gone untreated. A bad employee can be like cancer within a company. Strong negativism, a poor attitude, backbiting, and incompetence can spread quickly within any organization. Co-workers of a bad employee notice the issues and typically try to fight off resist catching the negative traits. However, such traits are contagious and can severely hurt or even kill a company. A bad employee will eventually affect your employees, customers, and product/service's quality.
If you have ignored a bad employee, and the "cancer" has spread in your company, you can correct the problem. First, you need to get rid of your bad employee. After the dismissal, you must address your remaining staff. Not being candid about the firing can cause a fast wave gossip to spread throughout your company. Identify a few key reasons for the dismissal, that should have been obvious to their co-workers, and hold a meeting. Briefly share your thoughts and give your employees a chance ask questions. Be sure to give honest answers. NOTE: It is very important that you do not bash the bad employee in this meeting. Be respectful of him/her as a person and let your remaining staff, who may have an after-hours relationship with him/her, know that you hope he/she quickly finds a great job where he/she can excel.
The controversial bill that will raise the federal minimum wage gained final approval May 24, 2007. By summer 2009, all minimum wage workers will make at least $7.25 an hour. Have you prepared for the effect of this raise on your business?
With almost a whole year in between now and next year's tax time it is easy to neglect certain things that will come back to haunt you. It is very important to know that there are pitfalls that can be avoided and steps that can be taken to prepare for next year's tax time to effectively lessen the headache next time around.
When you receive the green light to make a new hire, your company needs you to move on it right away. It is easy for a hiring manager to sit back and tell themselves, as well as those counting on them, that they will get around to beginning the recruitment process shortly.