managing – -- what do we manage? work – tasks budgets office space supplies but most important -...

Managing Good, Bad, or Better Employees

Raam Vichare CPPM, CF

DimensionR

Managing – -- What do we manage?

• Work – Tasks• Budgets• Office Space• Supplies• But most important - Manage “PEOPLE”

What is managing people?

“We never manage people”

-- we manage

Knowledge Experience Time Behavior

What is managing people?“We never manage people”

Organize the right skills at the right time with

the right person

What makes a Good, Bad, or Better

Employee?

1. Knowledge2. Experience3. Meeting Schedules4. Cost Control

5. Commitment6. Co-operation7. Attitude

Seven Major Dimensions

What makes a “Good” employee?

• Average = Good• Content with duties, pay, expect a yearly raise• Long term employees• May not be creative/risk takers

What makes a “Bad” employee?

• Unhappy• Less qualified for the job• Does not take responsibility or risks• “I just work here” attitude

What makes a “Better” employee?

• Above average = performs better• Creative and energetic• Need to be challenged and be praised• Interested in career development• Difficult to keep unless they are satisfied

about work

What about “Special Situation” employees?

• Long Term personal situations• May be facing Short Term difficulties?

?

?

What is our Goal?

• Control Operations• Efficiency• Keep good employees happy• Retain talent• Dismiss the unfit properly

So, how to manage all these employees?

• There is no simple formula• Depends on many factors– Type of work– Type of organization– Type of employees– HR rules and regulations

Work

Employees

HR

Organization

Managing “Good”

• Assign them to comfortable tasks• Time/budget task – check in on them • Cross train, but at a slower speed• Do not change responsibility over night• Give them responsibilities with less risks

Managing “Better”

• New/Challenging tasks• Encourage creativity• Let them lead and represent the task• Variety of tasks• Cross train

Managing “Bad”

• Routine tasks• Minimize changes to their work• Team them with a senior person for difficult

tasks• Cross train them for 1 or 2 responsibilities• Check on them often

Managing “Special Situations”

• Long term personal situations– Keep them on a specific task where they are

comfortable• Short term personal situations– Be understanding– Be helpful– Expectation of returning to normal

Keeping the Good employees

• Have 1-2 meetings every month to discuss work

• Treat them as they are in charge of their assignment

• Make sure they are given an average pay increase

Retaining the Better employees

• Treat them as colleagues• Help them develop their career path• Let them chair major tasks• Obtain their input for tasks• Understand they will move on with

opportunity

Dealing with the Unfit employees

• Give them measurable tasks– Explain and establish objectives and schedules

• Partner them with a senior person– Keep track of their performance– Get input from the senior person

• Meet to discuss performance– Record the discussion

Dealing with the Unfit employees (cont.)

• Establish performance improvement program• Record, record, record• Keep your management informed

Managing Employees –

It’s more Art than Science!!

Questions?Raam Vichare

DimensionR

raamvichare@comcast.net