At the BSCAI Convention this year, I attended a session on motivating your best employees, and getting rid of the bad ones. I really enjoyed the presentation and thought I'd share some of my takeaways with you here.
First, the facts. The 80/20 rule applies here -- did you know that in most companies;
- 10% of your employees are your top perfomers,
- 10% are your poor performers,
- and 80% are somewhere in the middle.
That tells me that we all have work to do. And the easiest step to make right now is to get rid of the 10% that are poor performers. For your top performers, it's your job to make sure they stay there. For the ones in the middle, it's crucial that you work on moving them into the ranks of the top performers, rather than allowing them to slide down the scale to being poor performers.
While we're talking facts, here are a couple more. According to a study by Leadership IQ, 87% of employees say that working with a low performer has made them want to change jobs, and 93% of employees say that working with a low performer has decreased their productivity. Those poor performers just might have more of a negative impact on your company than you thought!
- Most have negative attitudes
- They are probably the ones that stir up trouble
- They tend to blames others for their own poor performance, or they always have a good excuse
- They lack initiative
- They have an entitlement mentality
So the evidence is clear, that when you allow poor performers to continue in their bad ways, there is a high liklihood that the entire team's productivity and motivation will suffer, thus putting your entire company at risk.
In fact, poor performers can have such a negative impact on your company, you may not even be aware of how deep the impact goes. Here's what I mean. Poor performers;
- lower overall productivity
- have higher absenteeism
- waste your valuable time and energy, and that of your supervisors and co-workers
- can cause customers to fire your company
- increase recruitment costs because you're constantly turning over employees
- increase your training costs
- increase your disciplinary costs
- and if you have a poor performing supervisor, it can cause performance problems throughout his or her entire team
And think about the message this sends to your customers. It tells them that you really don't care about them, or you'd be more selective in your hiring process. And just think -- when you have poor performers on YOUR team, that means they can't be employed by your competitors! Wouldn't you rather fire this poor performer and have him go work for your competitor?
So what's a cleaning business owner to do?
Please share your experience with poor performers and how you handle them. Click on the Comments link below.