From Liability to Asset: Rethinking the Value of Your ‘Worst’ Employee

In every workplace, there’s often one person who stands out—not always for positive reasons. They may have been designated as the "worst" employee, perhaps due to underperformance, disruptive actions, or a perceived lack of enthusiasm for their role. Managers might see them as a resource burden, and their colleagues may find collaboration difficult. However, what if this seemingly problematic employee has the potential to become one of your greatest assets?

With nearly two decades of experience, including around 10 years in leadership, I have seen firsthand how employees once deemed the "worst" can evolve into some of the most valuable members of a team.

Turning a difficult employee into a valuable contributor takes more than just patience—it demands a shift in perspective, a genuine commitment to their development, and the willingness to uncover the hidden potential that others might overlook. Here’s how this transformation can happen and why investing in our "worst" employee could end up being a game-changer for our entire organization.

1. Understanding the Root Cause of the Problem

The first step in transforming a struggling employee is understanding why they are having difficulties. Performance issues usually don't happen without a reason. Personal challenges, a mismatch between job roles and skills, or a lack of motivation can all contribute to poor performance. Instead of dismissing an underperforming employee, it's important to take the time to understand what’s really causing the problem.

A. Personal Issues: Personal issues can sometimes impact an employee's work. Stress from family problems, health concerns, or financial difficulties can reduce productivity and engagement. In these situations, offering support and showing empathy can make a big difference, helping the employee get back on track.

B. Misalignment with Job Role: Sometimes, an employee isn't in the right role. Their skills and interests may not match the tasks they are assigned, leading to disengagement and underperformance. By reassessing their role within the organization, we might discover that they can excel in a different position that better suits their strengths. For example, in a recent situation, we had a resource who was assigned UX design tasks even though he was trained only in UI design. Despite his fear of losing his job, he accepted the project but couldn’t meet expectations, which led to escalations. This misalignment highlights the importance of matching employees to roles that align with their skills.

C. Lack of Motivation or Engagement: A lack of motivation or engagement is another common issue. Employees who feel unchallenged, unappreciated, or disconnected from the company’s vision often underperform. Addressing these issues by offering meaningful work, recognizing achievements, and involving them in decision-making can reignite their passion and boost productivity.

As employees, we all expect our leaders to encourage us and recognize our efforts. However, due to work pressures and communication gaps, managers and leaders sometimes miss opportunities to provide positive feedback. This can create a negative atmosphere. It’s important to regularly appreciate our team members for their good work, while also providing constructive feedback when they fall short. This balanced approach fosters a positive work environment and encourages continuous improvement.

2. The Power of Constructive Feedback

One of the best ways to help a struggling employee improve is by giving constructive feedback. This isn’t just about pointing out what they’re doing wrong—it’s about offering clear, actionable advice to help them get better. It’s easy to criticize, but it’s much harder to provide the guidance they need to overcome their challenges.

We can’t expect someone to perform well without the right support, especially if the task is difficult. They may need some hand-holding and manager support, especially the first time they face a tough situation. Constructive feedback should be aimed at helping them grow and succeed, not just highlighting their mistakes.

A. Timely and Specific Feedback: Feedback works best when it’s given right away and is clear. Don’t wait for performance reviews—share our expectations often and address issues as they come up. This helps employees make improvements right away.

When giving feedback, be clear about what went wrong, why it’s an issue, and how to fix it. For instance, instead of saying, "Your designs aren't good enough," we could say, "Your design didn’t follow the brand guidelines, and there are alignment issues on most pages. This might worry the client. Please make sure your designs follow the Design System and brand guidelines from now on." This way, employees know exactly what to fix and how to improve.

B. Focus on Growth and Development: We set KPIs at the start of each year, aligning them with their skills and potential. It’s important to set clear targets and explain how these goals contribute to their growth and development. Instead of making employees feel attacked, frame the goals as a way to help them improve. This can boost their confidence and motivation.

Regularly check in on their progress, offer support when needed, and address any blockers they might be facing. This approach not only helps them advance but also strengthens their commitment to doing better.

C. Continuous Support: Feedback should not be a one-time event. Continuous support and check-ins are essential to ensure that the employee is on the right track. Celebrate small wins and encourage them as they progress. This ongoing support can make a significant difference in their performance and overall morale.

3. Providing Opportunities for Growth

Employees who feel stuck or undervalued often struggle to find motivation. Offering them growth opportunities can help them rediscover their potential and make a more meaningful contribution to the team. It’s crucial to identify areas where they can shine and leverage their strengths. Providing guidance and support, like mentoring or hands-on help, can make a big difference. By focusing on their growth and giving them the tools to succeed, we can help turn their situation around and bring out the best in them.

A. Training and Development Programs: Investing in training and development helps employees build the skills they need to succeed. Whether it’s learning new technical skills, developing leadership abilities, or improving soft skills, providing these opportunities shows that the organization cares about their growth and future.

B. Mentorship and Coaching: Connecting struggling employees with mentors or coaches can make a big difference. Mentors can offer valuable advice, share their experiences, and create a supportive space to talk about challenges. Coaches can help set and achieve specific goals. Practical, hands-on learning is often the most effective, so it’s better to provide useful templates or tools rather than just pointing to online resources.

C. Stretch Assignments: Sometimes, employees need a little push to reach their full potential. Stretch assignments—tasks or projects that push them a bit beyond their current skills—can motivate them to rise to the occasion. Choose these assignments carefully, making sure they match their abilities and interests, so they have a chance to excel and grow.

4. Leveraging Unconventional Strengths

Even employees who might seem like they’re struggling in their current roles often have unique strengths that aren’t immediately obvious. By identifying and tapping into these unconventional skills, we can transform what seems like a weakness into a real advantage.

A. Thinking Outside the Box: Some employees who find traditional roles challenging may thrive in settings that demand creativity and problem-solving. Their different approach can offer new perspectives and innovative solutions. Encourage them to use their unique problem-solving skills to explore fresh ideas.

B.?Embracing Diversity of Thought: In today’s fast-paced world, diversity of thought is incredibly valuable. Employees with varied backgrounds and experiences bring new ideas and approaches that can drive success. Instead of trying to fit them into a conventional mold, celebrate their differences and foster a culture that appreciates diverse perspectives.

C. Role Realignment: If an employee’s strengths don’t align with their current role, consider shifting them to a position that better suits their abilities. For example, someone who is detail-oriented but struggles with creative tasks might excel in a role that emphasizes precision and analysis. Aligning their role with their strengths can unlock their full potential and enhance their performance.

5. The Impact of Positive Reinforcement

Positive reinforcement is a powerful way to motivate and keep employees engaged. Recognizing and rewarding even small improvements can drive progress and lift morale.

A. Public Recognition: Shouting out an employee’s achievements during a team meeting or sending a note of appreciation in a company-wide email can significantly enhance their motivation and confidence. Titles like "Employee of the Month" or "Great Performer" can also make a big difference in how valued they feel. I’ve also seen how a simple word of appreciation from a manager can play a crucial role in an employee’s growth and development. These gestures show employees that their efforts are noticed and valued, encouraging them to keep striving for excellence.

B. Incentives and Rewards: Incentives and rewards can motivate employees to improve from being seen as “worst” to “valuable.” These don’t have to be just monetary; promotions, better roles, and the freedom to make decisions can also boost their confidence. The key is to ensure rewards are meaningful and align with what the employee values.

C. Building a Positive Work Environment: A positive work environment is essential for employee success. Encourage open communication, collaboration, and mutual respect within the team. When employees feel supported and appreciated, they are more likely to perform at their best and contribute positively to the organization.

6. The Ripple Effect of Employee Transformation

When we invest in turning around our "worst" employee, the benefits extend beyond just that individual. Their transformation can have a ripple effect on the other team members, improving team dynamics, boosting morale, and even inspiring others to improve.

A. Improved Team Dynamics: As the struggling employee begins to improve, the overall dynamics of the team can also shift. Colleagues may become more supportive and collaborative, leading to a more cohesive and effective team. The improved performance of one individual can lift the entire team’s performance.

B. Boosted Morale: Seeing a colleague overcome challenges and grow can be a source of inspiration for others. It can boost morale and create a culture of continuous improvement. Employees may feel more motivated to push themselves and take on new challenges, knowing that they, too, have the potential to grow.

C. Retention and Loyalty: Investing in employee development, especially in those who are struggling, demonstrates the organization’s commitment to its people. This can lead to increased loyalty and retention, as employees are more likely to stay with a company that values their growth and development.

Conclusion

Labeling an employee the "worst" can make things worse if not handled well. Instead of letting this label hold them back, try to understand their specific problems, give them the right support, and use their unique strengths. This means listening to their concerns, giving helpful feedback, and finding ways for them to grow.

Patience and empathy are crucial in this process. By showing that we believe in their potential and investing time and resources into their development, we help them overcome obstacles and build confidence. This support can lead to significant improvements in their performance and overall job satisfaction.

Moreover, transforming an employee from struggling to thriving not only benefits the individual but also enhances the entire team. A more motivated and engaged workforce contributes to a positive work environment, increases productivity, and fosters a culture of continuous improvement. The rewards for both the employee and the organization can be substantial, including higher morale, better teamwork, and greater overall success. Investing in employees in this way can turn challenges into opportunities and drive the whole team toward greater achievements.

Disclaimer: The views and advice here are based on my experiences. Results may vary depending on individual situations. This content is for general guidance and not a one-size-fits-all solution. Consider your specific situation and seek personalized advice if needed.

Read my other article "When Success at Work Becomes Failure at Home: The Hidden Cost of High Performance".