“A primary reason good people get de-motivated is the result of having to work side-by-side with those who don’t carry their weight, and having the manager tolerate the low performance.”
- Holding employees accountable creates consistent clarity for performance expectations – and is an important element of a motivating work environment. For managers, the decision to either address or ignore performance problems is a career-defining moment.
If poor performance is tolerated, employees learn that:
- It’s okay for people to do less than their best.
- It’s okay for people to fall short of expectations if they have an excuse.
- It’s okay for people not to do what they said they would do.
Under-management of consequences is a fatal trap in which a supervisor or manager finds him or herself in a cycle of limitations, decreasing the quality of work life.
However, performance problems that are handled properly can lead to tremendous management success.