If you manage a team, you probably have a problem child (or two).
They forget to do things, miss deadlines, push back frequently, and overall do not fit in with the other high-performing members of your team.
Many of my clients have had problem children - here are the warning signs:
You spend a lot of time talking/worrying/frustrated about their actions.
Your team complains about their behavior and are angry they ‘get away with things’.
You spend more time directing/assisting/reprimanding them than other members of your team.
If this continues, is this a good thing for the health and productivity of you and your team? NO.
You have three choices:
1. Do nothing. Keep the same dynamic in place.
2. Change the dynamic, address the dysfunction, and hope for the best.
3. Fire them. Lay them off. Transfer them to another group.
Do nothing.
Many managers take this route. They act as if nothing is going on and pray that it will change. In over 15 years coaching clients and 20 years managing teams, it’s never happened. It gets worse until it begins to infect your staff — they observe that bad behavior will get your attention and lazy shortcuts are allowed.
Change the dynamic.
I coach most of my clients to go this route first. Sit down and explicitly illustrate how their bad behaviors are not only hurting them but also the team. Provide alternative actions and show them the way to work effectively on your team. If they’re new (less than 6 months), it usually works – if they’re 6-12 months in, they are set in their ways, and it usually doesn’t. Coaching/360° assessments are great next steps.
Eliminate them.
This is where we usually end up — the employee will not change and most of the time, they will increase their misconduct where it evolves into insubordination. “We’ve been talking too much about Steve” is my usual coaching response when it’s time to eliminate an employee. The manager realizes that they have been spending TOO much time, effort, and energy trying to corral Steve.
I know it will be hard. But in the end, this will not only impact you and your leadership, but it will also re-direct your team towards positive actions and behaviors. Many members of your team might even say to you, “It’s about time you did something about Steve.”
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