Should I fire my Nana? Tales of Performance Management

he prior leader of my new team did not properly manage a number of poor performers.  How do I clean this up?

Good things come from new leadership: fresh eyes see new possibilities.

Including the people.  Your success depends on getting work done through them.  Maybe some are not good, but before you clean house, let’s take a step back.

Has anybody told these folks they’re not up to standard?  In her excellent book, “Dare to Lead,” Brené Brown says that when it comes to telling people what’s what, we often lack the courage to tell the truth.

We sometimes hide behind the weak and false notion that we are being kind when we don’t tell folks they miss the mark.  “Clear is Kind”, she writes, “Unclear is unkind.”  Amen.  

Clear messages point out the truth and bring a call to action.  Unclear messages bring a muddle.  

LEADERSHIP NUGGET: Muddles are not good.

Skilled leaders address performance, clear and cold.  They don’t bully or diminish. They’re not nasty. Rather they bring thoughtful and well intentioned clarity so the listener understands expectations.

Back to your struggling team:  if no one’s told them they are failing, why should they change?  As far as they know, life is nothing but roses and sunshine.

The problem could be their performance.  But, it could also be a failure of past leadership. (BTW. Don’t waste energy blaming the prior administration. Unhelpful.).  You own it now. Get going!

Observe individual performance.  Note what’s working and what is not.  Then have the courage to address in clear language where you need them to change and how you’re going to support them.

The character and capabilities of the true person will emerge.  Perhaps they’ve known all along they were “mailing it in”.  Now that you’ve applied a touch of pressure, they know the game is up and they fold. Good outcome.  Go hire a better replacement.

It can also be these poor souls were unaware of expectations.  They don’t like hearing the message, but are willing to engage, adapt. We hope they make the most of this opportunity for redemption.

You do them no favors (and you yourself fail) by avoiding honest and clear conversation. Demonstrate you are a leader who is kind, clear and effective.  People want to work for this kind of boss.

If you wonder whether coaching can help you overcome a professional challenge, Let’s Talk.  Please feel free to schedule a Discovery Session with me by clicking on the attached link. 

Until next time.

Be well everybody