The WORST thing you can do is avoid dealing with low performers.  This is a very common management, business owner "error" with "costly" consequences.  
  • Low performers hurt morale, increasing the workload for others
  • Low performers stifle innovation and contribute to very average performance by all

High performers will leave you if you "ignore" the impact of low performers!


What should you do to improve?

Know your high performers, learn what makes them so valuable and document such traits, skills etc

 

Be sure everyone understands what "high" performance means, again, in writing and through the one to one meetings you MUST have with your employees

 

Be sure you hire appropriately using the traits, skills, competencies that I stress so often through my educational emails and videos located in the "blog" section of www.hrwebsource.com

 

Finally and most importantly...be sure you evaluate the performance formally and informally...especially within the first year of a new hire, after 3, 6, 9 months focus on how well your new hire is meeting the expectations you "clearly" expressed to them through the job description and of course the hiring process.

 

How do you do this?  Take the time to learn how through these informative webinars:

 

Learn how to "coach" those low performers (and those you want to keep)
Also available is a webinar on effectively handling the performance evaluation process
Unsure what to do and where to turn?Allow JBM to guide you!
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