“An employee's motivation is a direct result of the sum of interactions with his or her manager.” - Bob Nelson
But what if there are no interactions because – as a manager - you spend 90% of your time dealing with 10% of the employee population?
Dealing with underperformers and trouble makers in the workplace is hard work. It usually includes constant interruptions during the work day, legal issues and lots of documentation. It’s emotionally draining, to boot. If neglected, bad apples can damage other employee’s morale, engagement and the entire company culture – not to mention relations with your customers and the overall bottom line.
Next Official Blogger and HR strategy pro Steve Browne put it like this: “We tend to pay attention to the 10% of people who cause us angst and pain and forget the 90%. The majority of our policies and procedures are based on the exceptions versus the majority and it really messes up effective employee relations.”
So is it a policy problem or a priority problem? Do you really have a choice? And as an HR pro or people manager, what’s the solution?
Q1. Why and how does dealing with the 10% (problem employees) suck the life and enthusiasm out of an HR pro or people manager?
Q2. Are underperformers and trouble makers hired or created? Is it really about poor recruiting processes?
Q3. Why and how does the neglect of the other 90% of employees harm morale, engagement and the bottom line?
Q4. Which HR/organizational policies are often based on exceptions instead of the majority?
Q5. How can organizations develop policies/procedures that lead to more efficient methods of managing all employees?
Q6. As an HR pro or people manager, what strategies do you employ to ensure that all employees are engaged?
Q7. What small steps can managers take today to recognize all employees for their contributions to an organization?