Books & Audio
- NO YELLING: The 9 Secrets of Marine Corps Leadership You Must Know to Win in Business By Wally Adamchik
- Conversations On Success, Vol. 2 By Les Brown, Nido Qubein, Jim Kouzes
- Audio CD of World of Concrete 2007 No Yelling presentation By Wally Adamchik
- The Real Capital Currency
- And Now For Something Completely Different…
- Top 13 Things to Look For in Your New Online Training Platform
- Supervision Required
- Are you going nowhere fast? Time to get out of the rut (and into the ocean!)
- Are You a Righty or a Lefty?
- No Slugs Allowed
- These Guys Are Good
- Leading the minority majority
- The Workaround
- Be Offensive
- Show ‘Em You’ve Got the Right Stuff
- The Recession in Your Head
- Fabricating a Career
- Bowl-Eligible: A New Level of Mediocrity
- What If? Three Questions You Must Answer Today to Protect Your Company in the Economy Tomorrow
- Manage Them Out the Door
- Operations Support Staff
- The Rumor Mill Can Grind You Up
- The Easier Buttons
- The best place to find new employees
- Mentors and Mentees
- Nutrition and Decision Making
- Adamchik's Laws of Leadership
- Talking Points For Leaders
- Full Contact Leadership
- The Road Signs of Leadership
- 24/7 Customer Centric
- Get Bad At What You Do!
- The Heroic Last Stand (or not)
- There are NO leadership secrets
- Do Values have value?
- Rules of Engagement; Do your gears mesh?
- Linear vs Non-linear
- ROL - Return on Leadership
- Shamu and You
- Are you making or missing your blocks?
- What Happens In Vegas...
- The Real Truth About ROI
- A Night at Your Office
- Read this if you have children
- Do They Think We Are Stupid?
- The Policy Made Me Do It
Learning Resources: Free Articles
Them Out the Door
You are reading this because you’re in a position of leadership. You may have some people working for you who are not quite cutting it. So, you have three options: live with them, get rid them, or help them. Said differently, you can surrender and do nothing, you can “manage” them out the door, or you can lead them to success. Let’s look at each choice more closely.
Live with them; do nothing – The devil you know is better than the devil you don’t, or so the cliché goes. Let’s face it; the truth is that it’s easier to let this situation continue than to “do something about it.” If you fire them, you’ll need to replace them. Maybe they aren’t all that bad. And, if you talk with them about their performance, they might get angry, defensive, or emotional, and who wants to deal with that?
But the reality is that, when you allow a marginal performer to stay, you send the message to all your employees that this level of performance is acceptable. Don’t fool yourself into thinking that your employees haven’t noticed someone who habitually operates at a sub-standard level. They have, and they’re waiting for you to demonstrate that you are committed to upholding those standards. Ultimately, your credibility is at stake. So, while it would be easier to look the other way, if you do, you abdicate your authority as a leader.
Manage them out the door – You’ve told the employee that they need to shape up. They haven’t. You’ve had enough. You decide they have to go. So, you write them up a few times. You can always “find” reasons: a few minutes late coming in one day… not filling out the proper paperwork… failure to put out a traffic cone when parking the company vehicle. You get the idea.
Of course, these are pretty minor offenses and are often overlooked. But, now that you’ve reached your limit, you start enforcing these policies to the letter. If you play your cards right, you can make life so difficult for the employee that they might leave on their own. While that may sound like a great idea, it can be considered constructive discharge--which you don’t want. According to Black's Law Dictionary, constructive discharge is “a termination of employment brought about by making the employee's working conditions so intolerable that the employee feels compelled to leave." It’s illegal and can end up involving you and the company in a lawsuit.
Every employee has different needs and expectations, and will present unique challenges. I don’t want to oversimplify, but the three options above are pretty universal. You can do nothing, you can manage them out the door, or you can lead them to success.
Wally Adamchik is the President of FireStarter Speaking and Consulting, a national leadership consulting firm based in Raleigh, NC. You can visit the website at www.FireStarterSpeaking.com or email him at email@example.com. He is the author of No Yelling (www.noyelling.net).
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Books, Audio CD's and Free Articles to inform and inspire you on the subject of leadership