The Impact of Retaining Low Performers

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by a searcher
in Birmingham, UK

2yrs ago

The Impact of Retaining Low Performers

"Mr. Wonderful" (Kevin O'Leary) wrote a great post last week on linkedin answering the question, 'How do you manage a strong team?" His answer was based on letting low performing employee(s) go, which inspired The ForeverGreen Group's recent post.

I can say from my past experience ive made this mistake. The longer you leave it the harder it the more damage it causes. Therefore, my motto now is to hire slow and fire fast.

Do you have any thoughts, tips and experiences you can share about letting go of low performers?

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reply by a professional 2yrs ago
from East Carolina University in Cleveland, OH, USA

I agree that the longer poor performers are allowed to linger, the worse the damage due to poor performance and culture will be. The best performers recognize poor performance and typically want teammates with a similar commitment, if not similar skills (the former is easier to "forgive"). Many others will see a lower bar as the new norm, which multiplies the damage. My primary cautions are 1) to ensure that subpar work, effort, habits are communicated early, so there is an opportunity for correction (no surprises) and of course, that any legalities are followed, and 2) that you are fully prepared internally (with responsibility shifts, new hires, etc.) to absorb any key roles.