When to Give up on Low Performing Employees

Hello Influential Leader!

Have you even gotten wrapped up in saving an employee?

The one you thought was going to be great...

The one who has potential (only if)...

The one whom you're sinking so much time in trying to save but not matter what you do they are circling the drain...

You care.?

You want them to succeed.?

You feel responsible.

I've been there...

So have my clients...

If you have experienced this in the past or are experiencing this right now this, drop "I FEEL YOU" in the comments below.

So...

How far do you push?

How long do you hang on?

When do you give up?

These are the common questions I get asked.?

So, today, I'm sharing 3 RED FLAGS that it's time to pull the plug...

BUT before we dive into it, let me introduce myself...

I'm Melissa. I'm an Executive Coach and Management Consultant helping driven Leaders boost their influence and build high performing teams.

Now, IF having a high-performing team is important to you...

Then you need to know this...

Having the right talent (aka the right person in the right role) is one of the three essential conditions needed to achieve the highest levels of performance.

So knowing IF the person is right for the position, for the team, and for the organization is crucial.

So, as promised, here are 3 RED FLAGS to be on the lookout for:

?? 1 - They say "It doesn't align with my values"

If you hear this... EARS UP!??

You see...

If it's task conflict, that can be easily settled with an open conversation.

If it's hot conflict (meaning emotions are charged) the person still cares.?Even if it's deeper than task conflict, you can still facilitate the right conversations to work it out.

BUT when we talk about conflict in values, this is cold conflict and the tension runs much deeper.?It is likely that this person is already disengaged and, unless someone is willing to change their values, this tension could be irreconcilable.?

It's time to find out exactly what they mean by that statement.

?? 2 - Team Ripple Effect

Bottom LINE - Is it affecting others???

If it's affecting the team's mood (how they feel within team)...

If it's affecting the team's culture (what they believe about you as the Leader and what they believe who we are as a the team)...

If it's affecting the team's performance...

It's a problem!

?? 3 - Active Disengagement

This is one step further than disengagement...?

This is where the employee is actively doing things that interferes with your direction, damages your influence, and works against organizational goals.

For example, I had a client where her employee was talking badly about her leadership to her coworkers and was trying to set up my client to get fired.??

The longer this goes on, the more clean up you'll be doing after the fact... You'll be working hard to recover trust within your team, regaining respect and buy-in and, frankly, just getting things back on track.

So if you're dealing with active disengagement... ACT QUICK!

IF you are experiencing any of this...

Or if you want to know how to proactively prevent this...

I've got your back!

At my workshop "The Influential Leader" with STARTS TODAY!!!

You'll learn how to turn your lowest-performing employees Into a Rockstar Team Member (Without Having to Hand-Hold them or Be The “Bad Guy”)

I'll be letting you in on my exact system for calculating employee potential & risk, how much to energy to invest and how to approach different employee performance issues.

I know you care.?You wouldn't be here right now if you didn't.?AS leaders, we care so deeply, it can sometimes keep us stuck in trying to fix some things that can't (& shouldn't) be fixed.?

I want to make sure you know the difference and put your energy in the right situation with the right approach.

PLUS, in the workshop, I'll be showing you exactly what to do beforehand to have a successful conversation with the employee of concern :)

This is your LAST CHANCE for this opportunity, click the registration link below in the comments to save your seat.

#LeadingPeopleFirst

#LeadershipDevelopment

#HighPerformingTeams

#TheExecutiveEdge