Think back to those kickball days where you either expected to be picked first… or stood there ready to take the walk of shame of being picked last. The latter probably hits home, right? If it doesn’t and you were always picked first, you can pretend to play the other role and see where all of us normal people are coming from.
Question we want to answer today: What do we do with the weaker players on the team to build up their skills we know they have?
To start, we won’t put them in the front-runner positions right away—depth of experience is required and doing this will only put heavy pressure on them that they can’t quite carry yet. A better question to start with would be, “Where is their potential?” We have to find out what our employees really have a knack for, where they can effectively be trained, and which positions they shouldn’t spend time ample amounts of time on.
This is a perfect conversation to have with your direct report when it comes to performance review time, and if that isn’t coming up on your calendar, move that date up! There’s no point in continuing to let time pass on what could become a happier, more effective employee.
3 questions to ask in your performance conversation:
- Where do they see themselves headed in their career over the next several years? You can’t make progress unless you know which direction to go. Most will have some sort of plan they’ve mentally built over the years, but if there is no plan, help them create one.
- What are they happy or unsatisfied with in their current job position? If this opens a portal of complaints, you may have a case of the employee not fitting the role. Sometimes the role really may not fit what your employee is working hard for, and that requires a few tweaks to their job description, but other times—your employee may need to find another job.
- As a manager, what’s your solution and suggestions for bringing your employees to the inner diamond? Weaker employees need guidance on what foot to put forward. Sometimes they may not have the desire to be a basement, but more than likely, they want to be. As the “coach,” they need to hear what your game plan is for them. This helps to develop bigger ideas and build morale. A push from someone they look up to can always motivate towards the goal.
This is a game where the coach makes the calls and the team gives an ear. You know your players and what they are good at—it’s time to help them see that.