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@MattMonge: You manage things. You lead people. Bad bosses lead their teams to believe their contributions are insignificant. #TheNeedToLead
“Leadership is the challenge to be something more than average.” Jim Rohn
If you expected a winner but got a loser last time you hired, here are 5 ways to change things for the better now and the next time around.
Have you ever hired an individual who appeared to be a star performer but ended up disappointing you? It’s not unusual to come across someone who looks the part and talks the loudest but fails to deliver results. As Benjamin Franklin put it, “The worst wheel of the cart makes the most noise.”
Some low performers can go undetected for ages because they’ve mastered the art of work evasion. This hurts your company’s bottom line and has a detrimental effect on the rest of your team. For example, 87 percent of employeesreport that working with a low performer made them want to change jobs. And 93 percent said working with these type of people decreased their productivity. High performers often report that low performers aren’t held accountable and that they’re often forced to clean up the mess made by these lazy employees.
What are some of the tell-tale signs that can help you detect low performers before they cause damage to team morale? Here are eight clues to watch for:
1. Spending more time arguing about how a project should be tackled than it would take to actually do the work
2. Being adept at playing the blame game
3. Overburdening assistants by delegating too many tasks that are their own responsibility
4. Spending more time dealing with conflicts with others on the team than on accomplishing team goals
5. Procrastinating and working on their own priorities rather than on what was agreed upon
6. Disappearing for long stretches during core hours
7. Often being late for meetings
8. Frequently leaving early without telling anyone
Rather than turn a blind eye to this conduct, think about how you can put a stop to it and turn a low performer into a high performer. Following are a few things to consider, as well as some strategies for improving your hiring process for future hires.
1. Set up a Cycle of Accountability
Most organizations have executive leadership teams comprised of the CEO, COO, and functional and business unit heads. The members of these 6-20 person teams are generally responsible for determining organizational strategy and structure; setting performance targets and budgets; making policy; and managing the business. Top teams often determine the fate of organizations and their unique problems merit additional comment.
1. Who is on the Team? Richard Hackman reported that only ten percent of the 120 top teams he researched had agreement on team membership. Many top teams have “loose” boundaries and are not tightly aligned.
2. Is the Top Team too Big? Because top teams tend to inclusive, most are too big to be effective. Top teams with more than ten members suffer from efficiency, effectiveness, and alignment problems.
3. Should Teams at the Top Operate as a Group or a Team?