The High Costs of Under Performers

The High Costs of Under Performers

Do Not Underestimate The High Costs of Under Performers
Too many managers underestimate the high cost of under performers.  For managers taking on a leadership role for the first time, their major concern is whether the team will “like” and “follow” them. First-time managers often mistakenly think that if the team members think they are “nice,” the team will be more engaged and productive.

And “nice” means a manager that does not rock the boat or enforce consequences for under-performance…especially for those team members who are well-liked or have been around a long time. What these new managers don’t recognize in their naiveté are the costs of holding on to team members who lag behind in the race.

Go Slow to Go Fast
New manager training talks about going slow before going fast, and this is good advice. New supervisors should get the lay of the land before making big decisions and taking major steps for change.

1. Get to Know Your Team
Learn what makes people on your team tick…what motivates and drives them as well as what they most like to do and consistently do best. Take advantage of their strengths and mitigate their weaknesses. Employees who are well-matched to their job roles “like” their situation and are more likely to be happily engaged in their work.

And higher levels of employee engagement directly correlate to higher levels of employee advocacy, discretionary effort and retention.

2. Assess Individual Performance
Every team has its top talent; and every team has its substandard performers. Even under performers often have strengths.  Your job as a new leader is to create the environment that gets the most out of your team.

Because of the high cost of under performers culturally and financially, you need to:

  • Set clear performance expectations
  • Define meaningful rewards and consequences
  • Identify why some are under-performing
  • Take immediate steps (i.e.. coaching, training, support, work allocation) to help them improve

3. Re-assess Under Performers Who Continue to Struggle
If after 90-days there has been little effort made, no real improvement or no commitment to do better in spite of the improvement plan, under-performers need to be compassionately moved elsewhere…either to a better suited position in the company or out.

The High Costs of Under Performers
If leaders overlook poor performance, the company suffers in two ways:

  • Internal Consequences
    Poor performers drag down the motivation and commitment of workers who perform at or above the agreed-upon performance and behavior standards. The motivation and commitment to excellence take a hit across the board. As under-performance is ignored, high performers are liable to leave or decrease performance.
  • External Consequences
    The reputation of your company is at risk when you are represented by employees who are inferior or misaligned culturally. You risk losing customers and advocates as they witness the deterioration of the quality of your workforce.

The Bottom Line
As a manager you must honestly appraise the quality of your workers and face the negative implications of avoiding your responsibility to deal effectively with under-performers. The high cost of under performers should not be ignored.

To learn more about being a high performance manager, download 3 Must Have Ingredients for High Performing Teams

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Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

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Training Manager

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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VP of Human Resources

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

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Director, HR Business Partner

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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