Ranking Employees Forces You to be a Better Manager

Taking on a facility?  Want to make sure you don’t make the same mistake that so many administrators before you have in the same building?  It’s all about building your team of department heads and key personnel. 

How do you make sure you’re not letting problem employees hang around too long?  They haven’t really done anything to get harsh disciplinary action right now.  Their annual eval is months away.  Yet, their performance is just lacking.  And, before you know it, you’ll be dealing with other important issues while they are drifting back to the shadows where they remain – still getting paid for a job not quite done right.

One of the things I try to do is to make sure I rank my department heads on a scale of 1 to 5 stars every month.  It’s very informal.  I just take out a sheet of paper and write down a number from 1 to 5 based on how well that individual is meeting my expectations in their role.  3 is average.  4 is Great.  5 is a Superstar!  On the other hand, a 2 Needs to Change Quick! And a 1 Star employee is someone who needs to go.

You should try to take your 2 Star employees up to a 3 by the next month.  Your 3’s up to a 4.  You can accomplish this through a variety of motivational methods whether it be a seminar, a training session, a counseling, or disciplinary action.  Whatever the employee needs.  The point is you should take action.

Your 1 Star employees are the ones who need serious attention right now.  Why are they in the building?  What havoc will they wreak if you don’t address the problem immediately?

So, you’ve done your Employee Star Ratings and you compare the employee ratings to the last 2 months.  You’ve had an employee with 2 Stars for 3 months straight.  You’ve provided education.  You retrained the employee.  You’ve even warned them that they needed to improve.  What are you going to do now?  If this employee is still in your building next month when you go to do the Star ratings, then your employee is not really the problem.  The problem lies in the mirror.

This method of evaluating your staff forces you to take responsibility and to timely address their weaknesses.  It also helps focus you on building a great team. 

Give it a try and tell me how it works for you!

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