Corporate & Association

Busy Manager Seeks Training to Improve Employees’ Performance…

Is that you?

Fed up.    Frustrated.    Ticked off.

That’s how a majority of corporate managers feel about the mediocre performance of some of their employees.

• Are some of your managers refusing to hold people accountable?
• Are you losing good employees to other companies?
• Are you weary of the entitlement mentality of some employees?
• Are you spending too much time on employee problems, and not enough time doing the job you were hired for?
• Are you spending too much time and money on turnover costs, retraining, and HR problems?

You’ve heard the phrase, “good enough for government work.” It impies someone doing just enough to get by, just “good enough.” But no more. We cannot afford to accept the apathy, the mediocrity of employees who casually laugh off their second-rate performance by saying, “Oh well, it’s good enough for government work!”

Especially in this economy, you cannot afford to subsidize mediocre (or worse) performance!

It’s Not Just for Government…

Even if you don’t work in government, this ”good enough” attitude can spread throughout your entire company if it’s not squashed right away. You can use the same principles to improve employee performance (and the bottom line) at your company.
 

Don’t you dare settle for “good enough!”

Of course there are dedicated, intelligent, hard-working employees in your company.

But admit it. There are also a few slugs.

You’ve seen this attitude. You wanted to address it, but you didn’t. You said to yourself:

• “He’s only got 6 more years until retirement. Maybe I can put up with it until then.”
• “We can’t fire anyone. The boss would never go for it.”
• “I don’t have time to deal with the paperwork, the appeals, the attorneys, the red tape, and the politics.”
• “It’s not worth the hassle.”
• “That’s just how she is. I’ll never be able to change her.”

You Must Be the Leader

When you find the slugs, you must do whatever it takes to turn them around – or get rid of them. Too many managers are the Cowardly Lion. They talk a good game, but when it’s time for action, they back down. They won’t confront the problem employees. They give them a “Meets Expectations” on the performance appraisal.

They drop subtle hints about substandard performance or a lousy attitude instead of clearly explaining expectations. They complain to fellow managers about the employee, but fail to implement progressive discipline. Then comes the last straw and they want to fire the problem child, but there’s no documentation.

Oh, and don’t forget your star employees. If you neglect them along the way, they’ll quietly walk out the door to work somewhere else. Somewhere they’ll be appreciated, rewarded, and fulfilled.

So you lose all that talent and experience. Plus, HR experts estimate that it may cost you $100,000 or more to replace that employee.

And that’s if you lose just one. What if a dozen good employees get fed up leave your company simply because the supervisors and managing for “good enough?”

We Can Help…

Kyle Eastham is a refugee from 23 years of service in state and federal government. He’s been a front line employee, a supervisor, a training manager, and a human resources manager.

Kyle is the “good enough for government work” guy! As a professional speaker and trainer, Kyle now shows your managers how to squash mediocrity in the workplace and build a culture of excellence and accountability.

Whether you need articles for newsletters, a keynote speaker for your conference, a management seminar, or long-term training for your company or association, we can help.

Call 1-800-709-4948 or email us for more information and to check available dates for your meeting or conference.

Because “good enough” — isn’t.