Some managers question the value of coaching an under performing employee. They argue that it is much simpler for them to just get rid of their non performing employee and replace them with someone who can do the job. Sometimes this makes sense, but not always! As I coach managers, particularly newer managers, I stress the value of adjusting this perspective of their poor performing employee. (Reframing is an essential part of effective performance management.)

Some employees need better training and development, performance coaching, or they may need some realignment of their duties so their role is a better fit with their skills and abilities. One or a combination of these activities can often turn around an under performing employee and avoid the high cost of employee turnover. Frequent turnover in an organization is a sign of poor recruitment practices and/or ineffective management.

In some cases, an employee may not be the right fit for a position and realignment of their duties may not be possible. In these rarer cases, working with the employee to transition from the organization is the right choice. If an organization is using an acceptable recruitment and selection process, this situation is usually the exception not the norm, however.

Everyone has it in them to shine somewhere! If you work with your challenged employees, more often than not, you will find that they can become a valuable asset somewhere in your own organization.