| |
| |
|
Management Information |
|
The Punitive Approach to Marginal Performers
MANAGING A MARGINAL PERFORMER: Often a marginal performer, even after therapeutic counseling, may not understand that his or her work is seen as substandard. The manager will have to ask the employee directly how the performance could be improved. If the manager still meets with resistance or avoidance, as a last resort he or she will have to give suggestions. THE PUNITIVE APPROACH: If the unsatisfactory performer refuses to commit to a self-proposed improvement program, or belligerently denies that a problem exists, the manager has only coercion or intimidation left as options. Although the punitive approach seldom works, situations under which it is the sole recourse do exist. Of the remaining three to five percent who are problem employees, only a very small percent fail to respond to the therapeutic counseling sessions. Perhaps one percent of them creates such serious disciplinary problems that they force their supervisor to use this technique. But, curiously enough, if the manager does not deal effectively with those very few people who continually violate the rules, the employee's dissatisfaction and disrespect will very likely spread and infect others. SEEKING CORRECTIVE ACTION: The following are general guidelines to apply in seeking corrective action through disciplinary procedures. The manager should? 1. Make instructions simple and understandable. 2. Know the rules. 3. Gather all relevant facts. 4. Move in promptly on violations. 5. Take into account the seriousness of an offense as well as any mitigating circumstances. 6. Give the employee an opportunity to explain his or her position 7. Determine what action to take. 8. Avoid any kind of physical control. 9. Observe all contractual procedures. 10. Keep records of actions taken. Copyright AE Schwartz & Associates All rights reserved. For additional presentation materials and resources: ReadySetPresent and for a Free listing as a Trainer, Consultant, Speaker, Vendor/Organization: TrainingConsortium CEO, A.E. Schwartz & Associates, Boston, MA., a comprehensive organization which offers over 40 skills based management training programs. Mr. Schwartz conducts over 150 programs annually for clients in industry, research, technology, government, Fortune 100/500 companies, and nonprofit organizations worldwide. He is often found at conferences as a key note presenter and/or facilitator. His style is fast-paced, participatory, practical, and humorous. He has authored over 65 books and products, and taught/lectured at over a dozen colleges and universities throughout the United States.
MORE RESOURCES: Unable to open RSS Feed $XMLfilename with error HTTP ERROR: 404, exiting |
|
|
|
RELATED ARTICLES
Quick Tip - Effective Meetings Earn a Profit Most people treat meetings as a free resource that can be used to deal with any issue. As a result, huge amounts of time and money are wasted on trivia. Employee Retention: Its a Changing Game As a management consultant, I have seen some poorly conceived retention policies at otherwise well-run companies. The philosophies underlying these policies lack some basic knowledge of two things:1. Small Business Checking Accounts ACCOUNTING AND BILLINGCHECK BOOKSWe recommend that you maintain a business checking account in addition to a small business credit card merchant account so that you can take credit cards from purchasers. This way you will know exactly how much is going into your merchant account and how much of your volume percentage is being done through credit card usage. What To Do When Your IT Project Is Late, Over Budget, and Looks Like It's Never Going To Work Here's a scary statistic. According to four prominent research firms, only around 20% of all IT projects are finished in a timely manner. Innovation Management - Innovation or Profit? Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are other useful definitions in this field, for example, creativity can be defined as consisting of a number of ideas, a number of diverse ideas and a number of novel ideas. How To Jump Start Your Profits and Keep Your Profits Rolling There are so many ways to jump start your prifits and keep your profit rolling. These top 20 ways are essential if you want to run a successful business. Human Resource Employee Risk Profile - Management Risks Explained Human Resource Employee Risk ProfileIs your business at risk? Do you want peace of mind?Please answer the following question honestly by drawing a circle around or shading in the column. If you can only answer part of the question in the affirmative, then you should select 'No' eg in Q1 if you have employment contracts for your employees and not for your management team then select 'No'. Increasing Employee Retention Through Employee Engagement You've seen it happen many times. An organization that provides top wages and benefits loses a great employee to a competitor for no apparent reason. Deciding What to Delegate DECIDING WHAT TO DELEGATE: Once the benefits of delegation are established and obstacles removed, the next step in the delegation process is to decide what work can and should be delegated. In general, work to be delegated should adhere to the following guidelines: - It can be handled adequately down the line. Ten Problem Solving Techniques Do you ever need to find some good ideas, or come up with a solution for a persistent problem? Learn some simple problem solving techniques, and start applying them. Choose a few of the methods below, and get in the habit of using them in your personal life and your business. Are You Managing to Lead? For many people, the terms "manager" and "leader" are synonymous. In the business world, they are often used interchangeably, i. I Cant Use This Approach Unless My Boss Does - Power, Accountability, and Consequences People who work with us often struggle with this dilemma: in theory, they come to believe that it would be very helpful to use our approach with people who have more power than they do, and in practice, sometimes it seems too risky to try. Some examples of things that feel too risky include raising questions with your boss about his or her performance, disagreeing publicly with people who have more power , or otherwise sharing information that might lead you or the person in power to feel put on the sp ot. Why Would Anyone Do That in My Meeting? Imagine that you open a meeting by saying, "We need to talk about the budget."And someone responds with, "I named my dog Budget because everyone tells me he's too big. Creativity and Innovation Management - Core Competencies and Competitive Advantage Following is a brief definition of core competencies and competitive advantage and their fit with creativity and innovation management.Core Competence:A core competence is one which critically underpins the organisation's competitive advantage. Tales from the Corporate Frontlines: The Responsibility for Job Security This article relates to the Job Security competency, commonly evaluated in employee satisfaction surveys. This competency evaluates how your employees view their job security within your organization. Innovation Management and Brainstorming Management - why people hate to brainstorm! Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development and commercialisation. Why People Resist Us There's a one-word reason most ideas never see the light of day: Resistance.Resistance is often behind the glassy-eyed stares you get following a presentation, the sarcastic put-downs you have to put up with when you describe your vision for a new product or service, and other people's abrupt departure from the water cooler when you approach, enthusiastic and ready to share an idea. Inspiring Loyalty and Contentment in Your Workforce One of the first things I look at when I take over a new department or division is the attitudes of the managers and /or supervisors.I ask myself the following questions;Do they inspire loyalty in their staff?If not, why not?If they do, how do they do it?The workforce of any company is normally the lifeblood of the business, the oil that lubricates the machinery. Managing Dickheads "We are so different and individualistic that we can't work together." Subroto Bag chi, a senior executive in wipro technologies and Indian Technology MNC, said to his chairman in a straight talk. Choosing the Right Corporate Training According to a Gallup Poll, 80 percent of employees said the availability of company-sponsored training programs was a factor in deciding whether to accept a new job or stick with a current one. And yet the Bureau of Labor Statistics says that the average number of hours of formal training per employee per year is only 10.
|
| home | site map | contact us |