10/ 13/ 2008
by Maggie Flynn
Do you have an employee who possesses all the attributes you like to see in your staff, but just doesn't do his or her job that well? If you've been thinking about letting this employee go, perhaps they're simply misplaced and could fulfill a different role more effectively. Here are a few signs that this employee may do a better job elsewhere in your company.
Keeps a positive attitude despite problems
Sometimes a staff member's poor performance corresponds with a poor attitude. In the cases where attitude is negatively affecting one's job, it's probably best to let this person go. However, an employee who keeps a positive outlook even when he has difficulty fulfilling assigned tasks probably genuinely wants to be there, and likely possesses the personality traits that will make him a loyal, hardworking employee in the long run. Consider additional training or shifting this employee's workload to tasks he can better perform if he shows a willingness to keep trying despite difficulties.
Shows skills in other areas
Sometimes a person simply isn't hired for the job that she could best perform. Before giving problem employees a pink slip, think about areas where they have shown talents. For example, let's say you've hired a stockroom manager who isn't performing to your satisfaction, but she does a great job covering the phones when the receptionist is out to lunch. This person may thrive in a more interactive position and would make a good customer service representative.
Under or over qualified
Employees with too many or too few qualifications are hired all the time for a variety of reasons. Perhaps your hire's resume didn't accurately reflect his skill set, or you were desperate to fill the position at the exact moment he came along. If you're dealing with an overqualified employee, perhaps adding additional tasks or responsibilities would perk up your employee's performance. Under-qualified employees who show potential may be worth keeping around as well. If you can, scale back their responsibilities or have a more experienced staff member mentor them until they gain the confidence and skills needed to perform their job duties.
Meshes better with a different department
Workplace dynamics are unpredictable: Some people, no matter how smart and personable, just don't bring the right elements to the team with whom they were brought in to work. Sometimes getting rid of this type of staff member can't be avoided, but if you want to hang onto her, try shifting things around. For example, if you hired someone to write copy for your catalogue, but she isn't clicking with the other writers, see if there might be jobs she could perform in the art department, and ask your hard-working intern to try his hand at writing copy. You can often reach a solution in this manner, and save yourself the hassle of going through the hiring process all over again.
As a small business owner, you unfortunately have less leeway than large corporations to hang on to likeable, promising employees, who aren't working up to their potential. You probably have very specific roles that each employee must fill and don't have the resources to cover that staff member until he starts performing better. That being said, some employees are worth keeping. When this happens, analyze the factors that may be keeping him from doing his best work, and see if you can find a solution. Your employee will appreciate your understanding and willingness to work with him, and will hopefully reward you with loyalty and dedication for years to come.
