Managing the "C" Performers on Your Team

Traditional performance management systems have always recommended "C" performers improve their job performance or get fired. During his days as the CEO of General Electric, Jack Welch employed a rigorous performance appraisal system called force ranking. He grouped his team into three performance levels: A, B, and C. Top performers were “A’s,” followed by the “B’s,” with the “C’s,” being average or below-average level performers. The “C’s,” were required to improve their job performance or get fired.

Managing a "C" performer can be challenging for any manager as it is fraught with emotional, ideological, and practical barriers. As a strong proponent of Level 3 of the Performance Management Maturity Model- Human-Centered and Personalized Approach to modern performance management systems, to manage a "C" performer, you can take the following steps:

1. Set clear expectations: The first step in managing a "C" performer is to set clear expectations for their work. Define what you expect from them in terms of quality, quantity, and timelines. Make sure they understand the goals they need to achieve and the metrics against which their performance will be measured.

?2. Provide regular feedback: Feedback is a critical component of managing any employee, but it is especially important for a "C" performer. Provide regular feedback on the employee's performance, both positive and constructive. Be specific about areas where the employee needs to improve and offer suggestions for how to do so.

?3. Focus on development: Provide opportunities for the employee to develop their skills and knowledge. This can be done through training, coaching, or mentoring. Help the employee identify areas where they can improve and provide them with the resources they need to do so.

?4. Develop a plan: Work with the "C" performer to develop a plan for improvement. Identify specific areas where they need to improve and set goals for improvement. Provide regular check-ins to track progress and adjust the plan as needed.

?5. Use positive reinforcement: Positive reinforcement can be a powerful motivator for employees. When the employee meets or exceeds expectations, provide recognition and praise. This can help boost their confidence and motivation.

?And lastly, consider consequences. While it is crucial to provide support and guidance to the "C" performer, it is also essential to consider the consequences of poor performance. Be clear about the consequences of not meeting expectations and ensure that the "C" performer understands the impact their performance has on the team and the organization as a whole.

?Managing a "C" performer requires a proactive and supportive approach. With a proactive approach and a willingness to invest in employee development, managers can help "C" performers improve their performance and become more effective contributors to the team.

As a manager, which of these combinations have you used in helping a "C" performer improve her performance and become a more effective contributor to the team? Kindly share your reflections.