Is it better to try and salvage the bad apples that occasionally join the team, or just let them go?
If you asked managers, most would probably say they spend a fair amount of time trying to improve poor performers — too much time, according to experts.
Of course, some employees have the skills to do the job but need a push in the right direction. But many supervisors — especially those new to management — think they can save everyone.
What’s a better approach? Managers should mentally divide their teams into three categories: the stars, the ones who do good work but don’t blow anyone away, and the duds.
The majority of managers’ time and energy should be spent helping the second tier become stars and helping the stars stay at the top. That’s where the biggest payoff is — not on the bottom tier, which is often filled with lost causes.
Managers should only spend enough time with the duds to make them understand they need to improve or go somewhere else.
If you asked managers, most would probably say they spend a fair amount of time trying to improve poor performers — too much time, according to experts.
Of course, some employees have the skills to do the job but need a push in the right direction. But many supervisors — especially those new to management — think they can save everyone.
What’s a better approach? Managers should mentally divide their teams into three categories: the stars, the ones who do good work but don’t blow anyone away, and the duds.
The majority of managers’ time and energy should be spent helping the second tier become stars and helping the stars stay at the top. That’s where the biggest payoff is — not on the bottom tier, which is often filled with lost causes.
Managers should only spend enough time with the duds to make them understand they need to improve or go somewhere else.
