Scenario: Energetic, Engaged team member that's not delivering Decision: Choosing their next step...
1. WHAT IS THE PROBLEM? WHY DOES THIS PROBLEM EXIST?
2. Keep (within your team)
2.1. Coach within the same role
2.1.1. Assess whether making them aware is appropriate - Assess the employee has the tools & resources to deliver & is set up for success
2.1.1.1. If employee doesn't have the resources: create an action plan on how to get them the tools
2.1.1.2. Present coaching plan
2.1.1.2.1. Identify Expectations - what is not getting delivered
2.1.1.2.2. Create a plan
2.1.1.2.3. Did we reach our goal / Did we solve the issue - if not, determine a different next step (not coaching)
2.1.1.3. Strategy to Not Present a coaching plan
2.1.1.3.1. Identify expectations with senior leadership team - what is not getting delivered
2.1.1.3.2. Create a plan
2.1.1.3.3. Did we reach our goal / Did we solve the issue - if not, determine a different next step (not coaching)
2.2. Offer External Training / Development plan
2.2.1. Identify useful training
2.2.1.1. Inform of performance issues + make them take courses
2.2.1.1.1. Re-evaluate performance
2.2.1.2. Do not inform + make them take courses
2.2.1.2.1. Re-evaluate performance
2.3. Split role: Create new role that utilizes their strengths, reallocate weakness to other team
2.3.1. Identify resources to reallocate JD responsibilities
2.3.1.1. Identify their strengths
2.3.1.1.1. Identify how these strengths can be beneficial/profitable to the organization
2.3.1.1.2. Create the role - be crystal clear about what success looks like
2.3.1.1.3. Re-evaluate performance
2.3.1.2. Identify weaknesses
2.3.1.2.1. Hire new Employee or realocate roles internally: Bring on someone whose strengths are existing employee's weaknesses
2.4. Bring on new team member to deliver same goal - make them compete
2.4.1. Identify resources to reallocate JD responsibilities
2.4.1.1. Hire new team member to deliver same goal
2.4.1.1.1. Note: result may be keep both (learning from the competitor)
2.4.2. Leadership team: What are the rules - what's competition - how will we identify the "winner" (also determine next step outcome for LOSER)
2.4.2.1. Determine the "winner"
2.4.2.1.1. Fire one employee or expand team
2.5. Implement performance based compensation
2.5.1. Attach a monetary value to the deliverables / What is the value of their current performance
2.5.1.1. Bring the employee into the conversation, letting them know the reason behind the compensation change / role objectives
2.6. Do Nothing
2.6.1. Assessing the risk of action versus inaction
2.6.1.1. Refusal to make a decision
2.6.2. After assessing all of the options above, i've determined to do nothing at this time
2.6.2.1. Less risk
2.6.2.2. No time to deal with it right now
3. Let Go: Fire/Terminate them
3.1. NOW - Quick cut
3.1.1. Follow necessary quickly implemented steps to let them go (Legal, Severance Package, HR, etc)
3.2. Delayed process - build your case
3.2.1. Start building a case, gathering 'evidence'
3.2.1.1. Build own process if there is none
3.2.1.2. Follow HR / Legal Process
3.2.2. Change Management - What is the effect of this on the rest of the team (morale and productivity)
3.2.3. Damage control - risk management on critical deliverables
3.3. Find a different role within/different organization
3.3.1. Identify Strengths & Ideal Role
3.3.2. Outreach to others - Help them find a new job
3.3.2.1. Follow necessary steps to let them go (Legal, Severance Package, HR, etc)
4. Discuss with team member, establish expectations and they decide what next steps
4.1. Keep
4.2. Let Go
5. Establish a system and let the system decide
5.1. Define metrics, benchmark, timeline
5.1.1. Keep
5.1.2. Let Go