Episode D5.011 (NA) Quick at Separating Mismatches from Business

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Introduction
My educational background and most of my professional career is within engineering.  We talked about a concept that construction is the last phase of design.  In the design process the engineer develops the plans that have all the materials, quantities, location, and all the details.  The construction process is what brings those plans to life.  The same concept applies when considering the people side of your business.  You can have great processes and great products, but the execution of your business plan is dependent on the people in your organization.  The growth of your company is dependent on the people within your organization.

Show Objectives
If your hiring decisions have been 100% correct, then you are in rare territory.  Most organizations experience some type of “people” issue with hiring someone who, for whatever reason, is not the person for the job or the organization.  Today’s show focuses on what you do when you realize that there is a mismatch between the employee and the business.  This discussion will be useful for business owners and managers who are expected to execute the company’s vision and goals and to cultivate the organizational culture.  Regardless of the situation that you find yourself in, you want to have a system and processes in place that allow for quick decisions.
Key Issues

1. do the standard operating procedures and positions contain clear performance standards?
   
2. Are performance 1:1 meetings occurring between leaders and their direct reports?
   
3. Is there documentation on performance? 
   
4. Is there a policy or informal rule for 'probation'? 
   
5. Is there an arbitration clause in employment contracts?
   
6. Make the decision sooner rather than later, focus on performance
   

What you need to know?
The are several Episode that touch on issues that are briefly covered today:

• Episode D5.007 Performance Appraisals are Formal
  
• Episode D5.009 Hire the Best Talent
  
• Episode D5.010 Retaining the Best Talent
  

What You Need to Do

1. Determine the cause of the mismatch.  Is this a mismatch or simply a miscommunication?
   
2. Develop a plan for corrective action.  This plan should be developed in consultation with the employee.  Address the performance problem not the problem of the “person.”
   
3. Document and communicate the plan with the employee in writing
   
4. Execute the plan 
   
5. Evaluate progress
   
6. Problem Solved or Is it time for termination or reassignment.
   
7. Review your existing Recruitment and Retention process to update or fill in any gaps that were discovered while evaluating the cause of the mismatch.
   
8. Make sure that you have clauses in your contract that allow for a probationary period which will make it easier to terminate if a mismatch is found during the start of the employment period.
   

Shows
Previous: Episode D5.010 Retaining the Best Talent  
Next: Episode D5.012 Summary of Season 2 People Stage V 

Written by James Bryant
Let’s connect.  Use this link to schedule a complimentary session to assess your current leadership training or peak performance coaching needs.
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