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Bad Employee or Poor Management
written by Colleen Clarke |
As an outplacement consultant I spend a fair amount of time talking to recently terminated employees. Over and over again I hear the same message, "I've had great performance reviews until I was transferred to a new manager then my job responsibilities changed, they didn't realize my strengths and now I've lost my job."
Performance problems are often caused by poor management or inadequate systems, not by bad employees. Consider these issues:
Employees are confused about their responsibilities. Create job descriptions and keep them updated. Prepare charts and lists that explain work flow cycles, daily, weekly and monthly. Identify and share specific behaviors you expect from your staff. As an employee, if you aren't sure of your role, ask.
Why should they do it? Explain the relevance of each employee's position and outline how it fits in with the goals of the organization. Show how their specific tasks interrelate with other departments.
Does the work really need to be done? One client told me she found out her weekly Thursday reports, that she toiled over to have prepared on time, were never read. Assign due dates and check on progress being sure not to micromanage. Employees need to know their assigned tasks are not frivolous.
Whose priorities are most important? Priorities shift continually. What is the most important goal for a manager is not the most important priority for an employee. When priorities shift, relay that information and make adjustments.
Do regular performance reviews. Silence usually means everything is ok. Give employees performance information regularly so mistakes can be rectified immediately and egos and confidence kept high.
Whose way is better. Until you have been with a company for six months, minimally, watch and learn. When managers feel confident that their staff have adjusted to set norms, then ask for improvements. Be prepared to share ideas and solutions to problems.
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