An Easily Fixed Reason Managers Don’t Get Improvement – What When Barrier
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When you are not sure, not confident about what to do when faced with an employee who is anchoring team performance or dragging it downwards, resorting to threats (subtle or overt) and making demands is pretty common.
I have tried this in the past and in my experience, it generally results in disaster. Start relying on threats to try get improvement and the other person is going to feel their job is very insecure and probably start looking for a new one. They will put more effort into protecting themselves and less into trying to do a good job. Threats, as a result, are nearly always counterproductive. They will resign or you will remove them.
I also know from experience, there is a far better way to approach your worst employee or any difficult or disruptive team members. An approach that gets significant improvement in up to 85% of cases.
That means you save:
- A lot of personal time because you don’t have to remove a problem person and recruit, train and get up to speed a replacement
- The distraction you and your team suffer is considerably less, resulting on more focus and energy being put on reaching team targets
- The team is not short staffed for a period, nor overworked, nor risking burnout. This means more energy focused on beating team targets
- Team performance is a lot more likely to be maintained AND you get to start improving team performance months earlier. This usually equates to hundreds of £’000s in additional productivity and profit for your business, even for small teams. Think how your bosses will feel about such a significant profits uplift?
- You safeguard trust and psychological safety in the team. Lose either, through removing staff too quickly and team performance will drop. It can be hard to recover trust and safety.
Getting improvement translates into much better team performance in the short term and long term (all else being equal). Better team performance means better personal rewards as the manager of a better performing team than peers.
One of the key barriers standing in the way of getting all these benefits is the WHAT WHEN barrier.
Watch the video to learn more about this barrier and HOW to avoid the problems it causes.
