Reference #258: The First 90 Days

You may not always be able to let go a poor performer, at least not in a short timeframe.

In those cases, you can consider shifting his role on the team to one that better suits his skills. While this might not be a permanent solution for a problem performer, it can allow the team to continue to function while you look for the right person.

You could also move them somewhere else in the organisation. Note you should only do this when you think the individual can perform well in new situation — you damage your reputation by simply shifting a problem performer onto someone else.

Watkins. The First 90 Days, 2013. (180-181)

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