by Ken Vincent, Featured Contributor
MOST managers can pretty much group their employees in three categories. That 20% or so that are super stars. They constantly perform beyond expectations. They are the nuts and bolts and glue that keep your organization performing well.
Then there is that middle group of about 60%. They are consistent performers, occasionally going beyond the norm. But what about that bottom 20%? They do enough to not be fired, but are sometimes a drag on the company and the moral of their peers. Within that group there are one or more that are really boarder line.
Many companies have peek seasons. It may be just before tax time for a CPA firm, or Christmas for a general retail firm. Perhaps before Mother’s Day or Valentines Day for a gift shop or florist and of course many resorts are seasonal.
So now you are coming up on that peek period. You will need all hands performing at the top of their game. But then there is Joe (or Jane) that is at the bottom of the bottom. Fairly new, has been thru all the orientation and training, but just isn’t quite up to snuff.
Decision time. Do you continue to try to fix him, or do you fire him? Do you have the luxury of spending more time and money on him with no real assurance of success? Would you be better off to run a person short and pay overtime as needed? Could you find a replacement that could hit the ground running?
Where do you pull the plug? What tips the scale to fix or fire? All managers have all been in that situation. What is your preference?