Stanley-The Story
So he was sitting in a small conference area… We’ve all been there as employees and managers. There are many good reasons to be there.
Our boss wants us to meet
We need to meet a member of our team
Performance is a problem
There’s a problem…
He shut his eyes and waited to see his team member. Stanley had gone to the client’s request to view the accounts of his problem employee. Stanley had his team member attend meetings to help him get organised repeatedly. Stanley has been subject to criticisms from other members of his team about his performance. There were written reports and a phone conversation that lasted an hour, but these were not recorded.
Does this sound familiar? Are you Stanley? This employee is covered by the 80/20 Rule. There are many interpretations to this rule. F. John Reh talks about the 80/20 Rule on About. “Pareto’s principle, the 80/20 rule, should serve to remind you daily to put 80 percent of the effort and focus on the important 20 percent. Don’t work smart. Work smart on the right stuff.
Smart things are possible! Smart Things Stanley and the other 10 members of his team were unable to communicate with each other for two weeks due to Stanley’s commitment to saving the clients of the problem employee. He thought back about the first time that he saw his teammate would be difficult. Stanley wanted to say …. so many things.
Here is Stanley’s wish list for Arif Bhalwani Wife the meeting he would have liked to have:
“We have an issue and it is you. You are not performing the task and if we don’t see you as a leader, you will be fired. You and your continued denial of being the problem are dragging down the whole group. I have focused all of my employee management energy and attention on you and your issues while neglecting those on the team who are doing great work and deserve my attention. You will be gone if we have further problems.
Leaders can’t do that. Some do, but it is more common for them to be ineffective. As managers, we need to recognize that when we decide to make a difference with a team member who is having problems, the ripples for positive change will be immense.
You can hire someone who is more approachable and earn less than the person you are referring to. This could be used to give credit to the people in the team who have worked hard. It is a way to show the team that mediocrity can be unacceptable by getting rid of a low performer. When you make such a change, you can save your business relationship with clients. It will also allow you and your team to keep your revenue. You can now meet with your employees to improve their performance and stop trying to fit every square peg into every round hole.
Managers must be focused on the ones that can save them. This type management will make a huge difference in how your team works together, how you reward your best employees, and how your company grows.
Andrew Moore, a creative thinker who is also a leader with 10+ years of IT expertise. This includes 5+ years of business management and process development. Andrew’s combination of industry research, art influence, and technology has produced innovative results that have been a success for his employers.
