A big threat to your organization: mediocre employees

A big threat to your organization: Mediocre employees

Many businesses and companies I deal with seem to lump their employees into what I call the “mediocre middle”… some might be good enough to promote and some day manage others, and some are not bad enough to let go. Why do they do that? Because they are in the comfort zone!

If someone working for us shows promise and is good enough to promote, then it is obvious that we have to spend time with them, coach, council, mentor, and invest money to train and develop them and this is just too much bother, so we just lump them into the “mediocre middle”.

If someone working for us is bad enough to let go, then we have to let them know we need to sit down and have a not very nice “talk” with them about terminating their employment and since for most people, not including those with a sadist streak, doing that is one of the most unpleasant tasks managers need to do, why not just lump them into the “mediocre middle”? So now, lots of employees are in the “mediocre middle” and our life is much more pleasant and we just coast along… or so we think.

What I tell my clients in talks and seminars is that everyone on their team either adds value or they are part of the problem! With competition, world competition, the way it is today, companies can’t afford to have a “mediocre middle”. It is simply too costly and it will prevent you to be lean enough to move fast and do what needs to be done to better serve your clients. You need well trained, proactive employees or you will get beaten by your competitors.
Companies must treasure and hold dear those employees who are good enough to promote. They are your present and your future. You must create a career path for them or they will look for employment someplace else. Train, educate, and develop them.

Challenge them with interesting projects that will develop their intellect, talent and skills, credit them when they do a good job and reward them fairly. You will reap great benefits and rewards if you do this and it will be a win-win situation for all.

On the other hand, if an employee is not creating value for your clients and for your bottom line, they my friends are part of the problem. If they are costing you money through mistakes, inefficiency and damaged and tarnished customer relationships, they are part of your problem. A big part of your problem I might add. If their negative attitude, their lack of enthusiasm or commitment to the company is affecting the morale of other employees or other members of your team, they are part of your problem. If they can’t be on the team that will get your business to where you are planning to be within the next couple of years, they are a big part of your problem.

All of the employees in the “mediocre middle”, “part of the problem” department, usually fall into one of two categories…
Those who can be “rescued” with a reasonable amount of effort, commitment and resources, and …
Those who can’t.

Make a commitment right now to take a list of all your employees and beside each of their names, write a T for team or an M for mediocre.

Then, make a plan to develop, train and utilize the talents and skills of your T employees and decide which of your M’s can be rescued, can be saved if some time and effort is invested with them.

Then, and this is the sad part, deal firmly and humanely with those pour souls who can’t be rescued. Don’t feel that bad about it because if you think about it, you are doing them a favor. If they are not performing and they are not candidates to be rescued, it means that they either don’t have the talent or they don’t feel passion for what they are doing.

Anyone following their passion and talents will always do great in a work situation that utilizes their strengths and talents. Those that are not following their passion and talents, yet they are working with you, are doing so because they need the money, they don’t have anyplace else to work or they are looking for another job that utilizes their talents.

They have fallen in their comfort zone and hurting themselves and hurting you and your business. Deal with them firmly and humanely, jolt them out of their comfort zone so that they may find their calling in life and subsequently, their happiness. Always remember, if employees aren’t motivated, the fault is with managers and the organizational practices of the organization, not the employees, unless, they are the wrong employees.