The Tribune

By Ian Ferguson

Every business owner wants to encourage their staff to maximise their potential and operate on all cylinders as they provide services to clients. Successful leaders make every effort to create the right environment to support strong individual contributions and full team participation.

But despite these efforts, every good employer knows there are many categories of employees who must be managed and held accountable to high standards. When individuals are not held to the same standards as their colleagues, team morale is destroyed and productivity weakened.

Here are just a few categories of employees, and a brief note of suggestion for getting the best out of them:

• Highly Competent and Motivated employee

These individuals are the prized gem in the organisaation’s royal crown. They have much to offer, and conditions are such that they give 100 per cent to achieving the company objectives.

These individuals must be constantly reaffirmed and given opportunities to stretch through new assignments, expanded roles and increased compensation as positive reinforcement for their dedication to excellence.

• Highly Competent and Discouraged employee

Sadly, many companies are laden with employees in this category. These persons are incredibly gifted, but have been so jaded that their resolve is to do the bare minimum.

There are many circumstances causing employees to land in this category, but what is consistent is their level of boredom at work and disillusionment with the idiots being promoted all around them. This causes them to sink further and further into despair and disenchantment with the leadership and company as a whole.

It is in the best interests of the company to quickly identify these persons and, through the process of communication, re-engage them in meaningful tasks, applauding their every positive step.

• Hard Working and Dedicated yet Low-Skilled employee

The previous two categories were fairly straightforward, but it begins to get sticky in dealing with this next employee. In fact, leaders often confuse hard work, commitment and dedication for efficiency and competence.

This is a sad erro, oftenr resulting in the establishment of declining work standards and misfits filling critical roles in the company.

Executives and leaders must be honest with these individuals, encouraging them to improve their competency base through talent development initiatives while congratulating them on their commitment to the company. Far too many persons think more highly of themselves than they ought to because we have confused great work ethics, a great attitude or even physical beauty with productivity.

• Low Skilled, Poor Attitude and Low Productivity Employee

Everyone reading this article knows persons in their company who fit this bill. They wear this cap every day to work, and we sit and wonder how it is they are still employed.

It baffles many that individuals who have not remained curren,t or who refuse to meet even basic standards in work performance, are allowed to continue in their role without reprisal. Companies must make the sometimes difficult yet necessary decision to release such employees, once every effort has been made to build capacity and provide training and learning opportunities for them. A cancerous limb left unchecked today results in a dead body tomorrow. Leaders beware.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.