As the owner or a manager of a company, it is important to keep a proper perspective on keeping the “right people on the bus.” It is just as critical to hire the right people, as it is to know when to let the “right people,” who are performing poorly, work elsewhere. Elsewhere could mean in a position best suited for them in your organization, or for another organization elsewhere.
A recent article in The Week Magazine, reported that, “Most companies can quickly weed out the plainly incompetent or dishonest. But what about the middling employees who rate maybe a 6 on a 10 point scale?” They quote Jay Goltz of the New York Times who said, “They’re not that bad, but they’re just not good. They make too many mistakes.”
This reminds me of myself. A number of years back, I was employed part time at a university, while working on my masters degree. When I first started taking classes, I thought that working full time in administration at that university might be a good fit. About half way through earning my degree, I started to sense it would be the wrong place. The position I worked didn’t fit my personality or my talents. It was much too bureaucratic and political, and I wasn’t very good at it. When I finally came to this conclusion, I felt disappointed and despondent. However, deep down inside, I knew it really wasn’t a good fit. I realized a few years later, just how wrong of a fit it would have been. Today, I am very glad, my boss didn’t allow me to secure employment with that university.
So it is with the people you have working for you. You can really help them by finding the right job in your company or recommending them to another company that would provide them with a better fit. When done with dignity, it is the best way to assist them to succeed in their career.
Tom Borg is president of Tom Borg Consulting, LLC. He is a business consultant, speaker, coach and author. He helps companies and organization become more profitable by increasing their value and lowering their costs through the professional development of their managers and employees. Please see more of his blogs at businessworkforce blog and view additional job postings at Nexxt.
A recent article in The Week Magazine, reported that, “Most companies can quickly weed out the plainly incompetent or dishonest. But what about the middling employees who rate maybe a 6 on a 10 point scale?” They quote Jay Goltz of the New York Times who said, “They’re not that bad, but they’re just not good. They make too many mistakes.”
This reminds me of myself. A number of years back, I was employed part time at a university, while working on my masters degree. When I first started taking classes, I thought that working full time in administration at that university might be a good fit. About half way through earning my degree, I started to sense it would be the wrong place. The position I worked didn’t fit my personality or my talents. It was much too bureaucratic and political, and I wasn’t very good at it. When I finally came to this conclusion, I felt disappointed and despondent. However, deep down inside, I knew it really wasn’t a good fit. I realized a few years later, just how wrong of a fit it would have been. Today, I am very glad, my boss didn’t allow me to secure employment with that university.
So it is with the people you have working for you. You can really help them by finding the right job in your company or recommending them to another company that would provide them with a better fit. When done with dignity, it is the best way to assist them to succeed in their career.
Tom Borg is president of Tom Borg Consulting, LLC. He is a business consultant, speaker, coach and author. He helps companies and organization become more profitable by increasing their value and lowering their costs through the professional development of their managers and employees. Please see more of his blogs at businessworkforce blog and view additional job postings at Nexxt.
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