Fixing Problem Employees

"Fixing" Problem Employees

Business owners often approach me about “fixing” their “problem” employees. They want to “make them” do coaching to “fix” their weaknesses and bring them up to higher levels of performance. While this can sometimes be effective, more often than not there is only moderate improvement with this approach.

Fixing weaknesses rarely yields great success. Building on strengths yields far more significant changes, especially over time. People can develop their talents so well that their weaknesses are no longer relevant. This not only dramatically improves job performance it increases job satisfaction, as well. It only makes sense: the more we get to do what we’re good at, the more we like what we’re doing!

So, how do you choose which people to invest in? Before I answer that, I’m going to ask you to look at your business as a whole. Where do you tend to make your largest investments? Where you can get the best return, right? Why would the people part of the business be any different? With that in mind, the top performers in any business are a natural choice for providing coaching. They tend to be open to learning new things that help them become more successful. They also tend to know what kind of support they want and need and they are willing to implement the things that they learn.

Newbies are another good investment. It is expensive to bring a new person on board and, assuming you have hired the right person for the job, giving them the tools they need to excel as quickly as possible just makes good business sense. They become profitable sooner and they move through that frustrating stage of not knowing what they are doing more easily.

The steady performers are another viable option. They may never become the cream of the crop, but you can depend on them to consistently do a good job. These are people that tend to stay with the company for a long time and make a steady contribution. Coaching can help leverage their knowledge and skills and may motivate them to do more than would otherwise do.

If you are considering providing coaching to employees who are struggling, it is important to look at why that person is having difficulty. If an employee is talented, but lacks the necessary skills and knowledge, that employee would likely be well worth investing in. Skills and knowledge are something anyone can learn and having someone work with them can turn them into valuable assets.

If the situation is reversed – they have the skills and knowledge, but not the talent – then additional support is unlikely to produce a significant change. This is a time to reassess and position the person in a situation that is more suited to them. Coaching can often help with this assessment and transition.

If the employee hasn’t got the talent, knowledge or the skills necessary to be effective, then it is time to look for another option. Try to find another position that utilizes the skills and talents they do possess, and be sure to be clear about what kind of talent is necessary to be successful when you refill the position.

Once you have decided which employees you would like to provide coaching for, there are several factors that will help maximize the business benefits of the coaching process:

Don’t force coaching on anyone. Start with the people who are excited about the opportunity. Allow people who are unsure about the process to see what happens for others. Leave the door open, but don’t push them through. They will gain far more from the process if they want to be there.
Allow people to select their coaches. Because coaching is highly personal, it is important that people feel comfortable working with their coach. Give people an opportunity to have an initial interview to be sure it is a good match before committing to the coaching relationship.
Don’t expect coaching to do everything. Provide mentoring, training, etc. as appropriate and be sure the coach is familiar with this work so they can support the process. Studies have shown a marked increase in application from training programs when combined with coaching.
Be sure the coach is fully apprised of the corporate culture. It is very difficult for employees when they are receiving conflicting information. Be sure the coach knows what the expectations are within the organization.
Build performance measurements into the coaching process. Be very clear from the beginning what the expected outcomes are and how success will be measured. Assess every three months to be sure the coaching is on track and course-correct when necessary.

Providing coaching for employees can be a great way to encourage people to express their best, as long as it is approached thoughtfully and respectfully. Individualized support can help people identify the keys to improving their effectiveness more quickly and easily than when working in groups or when left alone. If you are looking to help your employees excel, then coaching is worth investigating as a useful tool.

© Lifestyling 2005 All rights reserved.
Cheri Fredrickson, Purveyor of Possibilities
Coaching and Energy Work
www.cherifredrickson.com
cheri@cherifredrickson.com
503-970-1973

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