How to have the difficult conversation when your company outgrows your best employees.
The ol’ Team Player. They have an infectious attitude. They love the company. They always have the biggest smile at work. They bleed the company colors. They have a can-do attitude and are always ready to help. Through it all, they never wavered in their support. They might even be in charge of the company volleyball team — and have the t-shirt to prove it.
There’s one problem with the team player. The business has outgrown their ability to perform in their current role. At one point, you might have called them a Rock Stars. (Download the free Dando Right Idea, Wrong Person Matrix right now.)
These former Rock Stars are no longer filling stadiums with their brilliance and iconic performances. They still have great attitudes, but lackluster performance. We call these employees “Team Players.” They need a second chance at a new role.
You have an internal struggle. You’ve thought, “There has to be a better person for this role. I can’t get rid of them — look at what they’ve done! They’ve been here forever! I love them!”
The Team Player shows up every day to do the same job. No one tells them anything different, not to their face anyways. In other words, they have done everything you asked of them.
The good news is, with a little clarity and a second chance, these Team Players can get off the bench and become Rock Stars again.
HOW DO YOU EVEN START?
- Write a job description for this position. Not the person that currently holds this position.
- Ask yourself, “If this position was wildly successful in 90 days (and one year) from now, what would be accomplished?”
- What are the Musts Vs. Wants for this position?
- What about the Skills? Drive? Experience? (Remember here that it is NOT about the person, it’s about the position needed to accelerate growth).
- Once you’ve written the description of the position, it’s time to evaluate if this person can do this role and if they want it. They need both the will and the skill.
If you believe it is possible, it’s time to have the first of many direct conversations. Having this conversation is tough. The key is to provide the employee with all the information they need to be successful and make a decision.
As you prepare for this conversation, remember:
- Have you given this person every opportunity to gain the needed skills?What classes could they take? Is there anyone who would mentor them?
- Make the conversation as direct and straight-forward as possible. Instill a sense of urgency.
- It is important to time-box when you need this position to perform at the level you have defined. If you are in a hyper-growth organization, time and training are likely in short supply.
- If it becomes clear there is no saving this person in his or her role, take action promptly. It isn’t easy, but delaying the inevitable always makes the situation worse.
- Is there another role in the organization where they can perform at a Rock Star Level? Investigate this possibility if their current compensation make sense.
KNOW
Do not assume that people and companies grow at the same pace. (Download the free Dando Right Idea, Wrong Person Matrix now).
FEEL
You may feel a moral dilemma when you realize that the company has outgrown a loyal employee’s ability to perform at a Rock Star level. The employee was more dedicated to growing the business than they were to growing themselves.
DO
Step up as a leader and help your Team Player identify where their talents and experiences can be maximized. This may require a new role or perhaps even helping them find a different company where they can grow. Do not get paralyzed by the reality that growth and success brings.
