by Dr Greg Chapman
The first attribute is the person’s Ability. How capable are they in doing their job? They may have low ability, or be highly capable, with their ability (good or bad) recognised by others in your business.
The second attribute is their Attitude. This may vary from poor, just there for the pay cheque, to enthusiastic and willing to do whatever the job requires to make your business a success.
When we combine these attributes, we get a clearer picture of the employee and the management strategy for them. For those with a poor attitude and low ability, the solution is simple. These individuals appear unwilling to improve and they constantly disrupt the business causing problems for others to fix. If they are not removed from the business, the people who do the fixing will leave.
The second group are those who have great ability and a great attitude. These are your Superstars. They are ambassadors for your business and they should be honoured, nurtured and rewarded.
The third group are those whose ability is not what is required for their job, but still have a positive attitude. These are people who can be trained and developed as they are willing to learn. They may or may not become superstars, but they can become a solid core for your business, people on whom you will be able to depend.
The final group are the problem children. They have a great ability, recognised by others, but have a poor attitude. They are cynical and present the boss and the business in a bad light to other staff and even to customers. This is often behind the owner’s back. Problem children spread their poison and infect the rest of the business. Other staff look up to the problem children and listen because they know they are good at what they do. While this same attitude may be present in the very first group, it will be ignored because of the employee’s poor ability, and just viewed by others as sour grapes.
Problem children can turn off those with development potential and drive out the superstars because they can’t understand why the boss tolerates such an attitude.
I have seen many times such employees in clients’ businesses, and often see while we are discussing the future of such a person, that the problem child leaves of their own accord, the best result. The owner is almost always relieved and only after they have gone, do they become fully aware of the damage they have done.
In a small business the problem child can infect the whole workplace.
Far better to identify the toxic employee before the damage is done, determine what might be behind the attitude problem, and if it can’t be fixed, deal directly with the individual before they bring the business down. It is all too common for a person to be hired on ability and fired on attitude.
While losing a problem child can leave a hole in your business, leaving a toxic employee in place is even worse.
May Your Business Be – As You Plan It!
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Dr Greg Chapman is the Director of Empower Business Solutions and is Australia's Leading Advisor on Emerging Businesses and provides Coaching and Consulting advice to Australian Small Business Owners in Marketing & Business Strategies Planning & Systems. He is also the author of The Five Pillars of Guaranteed Business Success and Price: How You Can Charge More Without Losing Sales.
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