Tulsa Medical Jobs | Understanding Underperformance

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We’re listening to Trinity employment’s, a player matchmaker podcast, storing your host and the cofounder of Trinity employment specialists, Cory Minter.

Hello and welcome back to the a player matchmakers where we’re always trying to find different ways to add value to job seekers and employers. And this particular podcast I’m going to be doing three in a row that are primarily for our leaders and our managers. The reason for that being, um, I’ve been asked to interview the great, great John Maxwell. He’s somebody that I really look up to. I want to make sure and spend some time around a lot of his materials. So I’m going to be doing podcasts around it because the leadership content in this information is so rich that I want to make sure and share that with you in the same time. Um, get, make sure that I’m more familiar with it so I can have some of the best questions ever. Um, so I, I want to go ahead and jump into this podcast for the best Tulsa Medical Jobs.

It’s for leaders, it’s called understanding under-performance. It’s really important that we do this because underperformance is a really huge cost for employers. Whenever employee, whenever employees under, uh, underperform and they are held onto it is one of the most, it’s one of the largest costs that an organization can endure. And so I want to address that really quickly before we get started. I always like to start out with some statistics. Um, this source comes from the McKinsey global Institute. Productivity improves by 20 to 25% in organizations with connected employees. The second stat stat coming from Gallup, employees who exercise their strengths on a daily basis are 8% more productive in six times more likely to be engaged. So paying attention to employees, what their strengths are and allowing them to operate in that area is really helpful. This third statistic come from Gallup. Also. Um, teams with high employee engagement rates are 21% more productive and have 28% less internal theft than those with low engagement.

That’s one thing that’s really interesting is how much theft happens in organizations just and most of it is probably stealing pins, highlighters, paper, small things that most people wouldn’t look at, but when you calculate it over having multiple employees do it over a year, years time, it can get really, really expensive. I want to share the last statistic with you with from the Bureau of labor statistics, employee productivity grew by 0.3% a year over the last five years from 2011 to 2016 which uh, which is not a huge statistic, but it looks like it’s getting a little better. Let’s start it. Let’s start in on some of this. The thing is is if you ignore or just twiddle your thumbs in your vehicles engine for too long, your car may stop running and one defective part can cause the automobile to break break down completely. Similarly, the smooth functioning of a team is greatly impacted by the weakest link you’ll run off a players to when you tolerate underperformance, when one person routinely underperforms the entire team suffers in, the manager likely has no idea. Because, especially when you bring in an underperformer into a performing team and it takes too long to figure this out to get great Tulsa Medical Jobs,

but people who consistently do subpar work, they, they affect the team in the following ways. And you’ve got to pay attention to it as a manager and, and um, and leader of your team. Number one is loss of opportunity. Under-performers cause the team to focus on themselves or on that situation. So inwardly, rather than outwardly for the most amazing Tulsa Medical Jobs, teammates spend way too much pressures, precious in energy, like trying to fill in the gaps by someone who’s incompetent, your a players, their reputations weigh on them way too much. I promise you they will do everything they can to fill in the gaps for you, but you’ve gotta be open to observe as to be observant of this. So the number two thing is loss of productivity, not only to under-performers prevent the team from taking advantage of opportunities, they stop it and hinder productivity because luck, luck. Earlier I said the loss of opportunity.

People are trying to spend all their time trying to watch out for that guy that he doesn’t do something stupid. And oftentimes the, the big danger here is that when managers don’t understand what’s happening because maybe the team likes the under-performer. That’s been my biggest fault is when my team liked the under-performer and all I’m getting, I mean, no one’s being honest with me. It was just an in because they locked him, they covered for him and it hurt the whole team. See if the team, if they fail to a co, if, if this individual fails to accomplish their assignments, um, you know, others will go around, they might even have to redo their work and they create an organizational bottleneck that stops progress. Number three, loss of morale on a successful team with the best Tulsa Medical Jobs. Every high performer knows where the weak links are. And on a successful team, generally everyone’s firing on all cylinders. But when you throw in one weak link over time and the weak link does not show improvement, other teammates begin to resent their inability.

and the situation just drags down the morale of the entire team. Um, you know, going under the hood and trying to diagnose the under-performance is, is important as a leader because you’re endangering your team by failing to address poor job performance. And we have a lot of leaders out there like this, even good ones, sometimes specially with people that you really like, you know, you need to ask the following questions about this individual to your team. Um, are they out of their league? Your team will know, perhaps they’re just not qualified for the job. Listen, God’s God’s prepared everyone to be great at something and we all have our S our certain things that we’re really good at. Listen, I’m great as a visionary. I’m not really good at putting together all the details. I’ve got to have people around for that. And so, uh, there’s a quote that I had if a, if a horse judged it’s ability of whether it’s good or bad based on its ability to climb a tree, it will spend its entire life feeling like it’s a failure.

Listen, a lot of times you’re doing someone a favor when you realize this and recognize this on their behalf. Number two, are they, are they really just out of a position? Some people might be able, they’re good, they’re competent for a Tulsa Medical Jobs, but they’re not competent in that you move them over to another side of the team and they can perform well. A lot of our larger companies would have the ability to do this. Number three, are they just out of their comfort zone? While venturing outside of our comfort zone can bring growth? Some environments make us so uncomfortable and it’s so difficult for us to function at a high level. If we’re in this foreign group and if it holds true for an underperformer, look for ways to put them at ease and to make them feel more secure. If you notice this, number four, are they beyond their understanding?

This is, and in this instance you’ll be doing a huge favor by either releasing them and giving them an opportunity to go where they can be an a player or or moving them into a different area. But poor for performance may indicate that someone has just not been properly trained and you might be able to fix it. Um, in this case, additional training may be able to help the under-performer improve. But if you take a look at the training and they’re not really reacting to it, that’s when you really need to help them out. Um, you know, we as leaders, we can, we can really try to care about people and push people and train people and do everything within our power. But while we’re responsible to them and helping them be successful to get the best Tulsa Medical Jobs right now, we’re not responsible for them. And ultimately only day can make the changes needed. And so a lot of great a players will take it upon themselves as their responsibility. And as a leader, your main duty is to steward the organization, not salvage the career of under-performers. So I hope that this helps the leaders out there. If Trinity can help you in any way with bringing great staff, your organization, we would love to be a great resource for you. Please give us a call at (918) 622-2588, or you can visit us online@trinityemployment.com.