Do You Have the Courage to Manage Poor Performance?
To be a good new manager, you must have the courage to manage poor performance. Do you think you can transition from the tame kitty to a bold new leader?
Evaluating Who Should Stay and Who Should Go
Beyond the knowledge, skills and general positive attitude required to succeed as a new manager, new managers need to have the courage to tackle one of the most difficult aspects of taking on a new team—evaluating who should stay and who, if any, should go.
Do Not Keep Underperformers or Cultural Misfits
It is critical for new managers to not delay or prolong their leadership responsibility to make sound people decisions. Not moving quickly enough on poor performers is one of the top five warning signs of a low performance work culture because it:
Guidelines to Build the Best Team
Once you figure out the capabilities of your team and act on underperformers, you should:
1. Meet Individually with Each Team Member
Get to know them personally. Ask what they like to do and what they are good at. Get a sense of their working style. Find out what they think would make the team work more effectively.
2. Understand Their Strengths and Weaknesses
Review the resumes of the team and their records at the company. Have they performed in the past at high levels? If not, you need to find out what stood in their way.
3. Articulate the Team Culture You Want to Create
Consider which current employees will fit into or adapt to the culture you desire.
4. Assess Team Dynamics
Determine if the team has worked well together before you became manager. If there were problems, you need to uncover and address them.
The Bottom Line
You are not on a witch hunt. You are simply trying to assemble a team that will perform at its peak. That means that they hold similar values, respect one another, agree upon expectations of performance, are clear about how each member contributes to the team goal, and are willing to cooperate with and support one another.
Once you have the courage to manage poor performance, download 3 Must-Have Ingredients of High Performing Teams for New Managers
Corporate Change Is Personal
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We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
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Cindee Van Vleck
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LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.
Learning & Development
We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.
We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
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Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.
Workforce Planning Bureau
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
Director, Human Resources
LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.
Vice President Human Resources
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