Renters instead of owners

This is how the low performers are defined in a very interesting post in Allbusiness.com, about the management of performance.

The proposal is simple, in two steps:

First: decide to analyze the level of performance of the employees. Same issue of previous posts: the manager must be the one to understand that low performance is an issue with impact in all the organization, not only the attitudinal problem of an individual employee. A coward manager, is a low performant manager

Second: Face the problem, explain your point of view and the targets for the job, evaluation, follow-up and take action if there is no visible improvement.

Start with a detailed and proper Job description, to avoid any kind of misunderstanding, and an accurate and professional performance appraisal. Coach them. ( please, coach! )

From the post:

“Many healthcare organization leaders are spending 80 percent of their time on the 5 percent of employees who are not meeting expectations.”

"A useful tool is a staff differentiation worksheet that defines each type of employee with specific characteristics across five traits: professionalism, teamwork, knowledge and competence, communication, and safety awareness."


"Basically, high performers are people who bring solutions. Middle performers can identify the problem but may lack the experience or self-confidence to bring solutions. Low performers tend to blame others for the problem. They act like renters instead of owners. "

"..consequences if performance does not improve by a date you specify. Then follow through and take action."