Forces Recruitment Solutions

Ex-Military Recruitment Specialists

Tel: 01353 645004


News

Image for The High Cost of Tolerating Poor Performance in the Workplace

Feb 27, 2024

The High Cost of Tolerating Poor Performance in the Workplace


In any organization, the success of a team hinges on the collective effort and performance of its members. Each individual contributes to the overall productivity and culture, making it crucial to address issues of poor performance swiftly and decisively. However, what happens when a poor performer consistently falls short, despite efforts to support and develop them?

A client of mine had a senior manager who consistently missed deadlines, displayed a lack of initiative, and proved difficult to work with. Despite these shortcomings, he overvalued his abilities and failed to recognise the impact of his actions on his team and the organisation. Despite numerous attempts at coaching, handholding, and investing significant resources into his development, his performance remained stagnant. 

The CEO was afraid of leaving a role vacant and hoped for a turnaround. This approach comes with a hefty price tag that extends beyond financial implications. 

Firstly, the cost to the business in terms of productivity cannot be understated. His poor performance likely led to delays in project timelines, decreased efficiency, and added stress on his colleagues who had to compensate for his shortcomings, lowering team morale. I can link at least 2 leavers to this. 

These disruptions can snowball into missed opportunities, dissatisfied clients, and damaged reputation, ultimately impacting the bottom line. 

When a poor performer is allowed to persist unchecked, it sends a message to other employees that mediocrity is acceptable. This breeds resentment, frustration, and a sense of unfairness. 

Despite the CEO's best efforts, the reality is that not all employees are salvageable. There comes a point where tough decisions must be made in the best interest of the organisation. 

Should the CEO have taken decisive action earlier on? Should he have set clear performance expectations, providing constructive feedback, and establishing a timeline for improvement? 

While it may seem daunting to part ways with an employee, especially in today's competitive job market, retaining a poor performer ultimately does more harm than good. 

In conclusion, the cost of tolerating poor performance in the workplace extends far beyond the immediate financial implications. It erodes productivity, damages morale, and undermines the organisation's long-term success. By addressing performance issues promptly and decisively, leaders can uphold standards of excellence and create a positive work environment where every team member can thrive.

 

To find out more about hiring top talent, Download my free guide, The Ultimate Guide to Hiring ex-Forces https://call.forcesrecruitment.co.uk/guide  NOW and find out more about hiring from the military.

 

Get in touch with me  gbrown@forcesrecruitment.co.uk if you need a General Manager, Operations Manager or a COO today.

Read more news stories

Contact

FRS HQ

Address:

Forces Recruitment Solutions Group Ltd
Level One
Devonshire House
Mayfair Place

London
W1J 8AJ