The First-Time Manager

By Loren B. Belker; Gary S. Topchik | Go to book overview

10
Managing Problem
Employees

Not every employee you manage is going to be successful on the job. Someone who is performing poorly may require additional training, transfer to another area where the employee may shine, or ultimately, outright dismissal. Too often, in large companies, managers unload their problem employees onto another department. This is not being fair to your fellow managers, unless you really believe that the employee will do better in a new department where there is a better match for his or her skills. In some companies, I have even seen managers promote their poor performers, just to get rid of them. When asked by the manager of the other department how the prospective candidate is performing in the current job, these managers are not completely candid in their reply. I think the only correct policy in this situation is to be open and honest. Someday you yourself may be looking at people in other departments as candidates for promotion into your own department, and your best guarantee of not getting someone else’s rejects is never to deliver that kind of cheap shot yourself.

You can probably relate to the following story involving a first-time manager. After he had reviewed performance appraisals of people one level below the job he was attempting to fill in his division, he selected three likely candidates. As is customary,

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