A half-ass employee is NOT better than no employee

Got a half-asser on your team?

You've got 2 options to deal with it. and deal with it you must.

1. Fix it 🤝🏼

2. Cut 'em loose 👀 I hear this a lot: "this half-ass employee is better than no one..." (my words, not usually theirs 🙃 ). Although it's scary to start over and have a vacant position, your half-ass team member is definitely NOT better than no one.

Get the deets in the video 😉

• Transcript

   [00:00:00] Half ass help is not better than no help. Here's a sentiment I hear a lot from leaders when we are talking about the performance of people on their teams. And I'll be honest, there was plenty of times I felt this way too, when I had poor performers.

  It can be really easy to justify keeping someone who's not fulfilling the role a hundred percent, Because it feels scarier to have a vacant position or have to fill that position. You've got to recognize that this person is not operating at full capacity. If we need 100 percent of the job done and they're at 60%, you're missing out on 40 percent of that job that should be done. There's two paths you can take. You can either give that person feedback, be really clear on expectations, and help them close the gap

  Which makes sense if that person is a good fit for your team, a good fit for your organization, and they show that they have the capability to actually close the gap. Here's the other option. If you've given the feedback, you've given the development help, and they're still not closing the gap, they're still not cutting it, it's time to let them loose, and here's why.

   Someone else is picking up the slack of that person, likely you or other people on your team.

  [00:01:00] The reality is those people are gonna get really tired of it. Really fast. It brings morale down. It brings the culture down. And to be honest, what it says about you as a leader is that you're not willing to take care of a poor performer, which brings down the morale of the team even more. So over time, you're losing the trust and the engagement of the people on your team who are rock stars, and you're burning people out in the process.

  Either give this person what they need to develop and grow and close the gap on where they need to go, if that's not working, it's time to cut them loose. Your team is going to thank you for finding the right person for that role than just letting the wrong person ride it out for a long time.