Common Mistakes #2 - Not Addressing Poor Performance

Dealing with performance issues is one of the toughest parts of managing teams. Avoiding dealing with these issues quickly is a mistake.

Highly functioning software teams, as with sports teams, function at a much higher level when they have mutual trust, respect and a willingness to help each other. When one person isn't pulling their weight or is causing dissension or disruption it can:

• Considerably reduce team output
• Demoralize the team especially when they are working to pick up the slack of an underperforming team member
• Take time away from developing your best people
• Cause high performers to leave the organization due to frustration
• Deplete your energy on that one person and prevent you from spending time working with your best people
• Cause you stress and sleep loss

Frequently, these issues are avoided and you delay and delay and hope the person leaves on their own accord. In the meantime, your best people, are wondering, "Why is nothing being done?"

Consider this quote from the book "Good to Great" by Jim Collins. "The moment you feel the need to tightly manage someone, you've made a hiring mistake. The best people don't need to be managed. Guided, taught, let-yes. But not tightly managed." If you find yourself saying you need to be managing someone more closely this can be a key indicator in determining whether it's time to part ways.

As a manager, it's desirable to spend:

• Less time "managing" issues
• More time guiding and teaching
• Time getting work done

When determining if someone is right for your organization ask yourself these seven questions:

1. Would I hire them again?
2. Do I trust them?
3. Would I recommend them to someone else?
4. Do they have the right skills or can they gain the right skills?
5. What value do they provide?
6. What would the impact be if they left the team? would it be positive or negative?
7. Do they match the culture that I want within my organization?

It could take some time to know for certain that a person isn't the right person or is in the wrong place within your organization but when you do decide, act.

Consider encouraging the person to look for a position somewhere else. You could be doing them a favor even if they don’t realize it.  I have heard many times from different people who had been laid off or let go that they are much better off afterward. They often indicate that they can’t believe how long they stayed with the company and how unhappy they really were. Looking back on my own experience, I can honestly say, that each time I left a company (by choice or not) the change was positive. Changing positions can create opportunities for learning and gaining new experience.  Even though terminating someone’s employment is a difficult decision, it can be a better decision for the company and for the employee.  You don’t want to be ruthless when making these decisions but be diligent. Ensure that you have the right people and deal with those that aren’t.

So, think about your team. Ask yourself the questions are you avoiding dealing with an issue?