- You can’t manage what you don’t measure
- What you measure gets done
- We have to be accountable
- They have to be held accountable
- They told us to (I always like that one!)
The first thing that must be realized is that as a manager the buck stops with you. Its up to you transform these people and lead them in the right direction. You cannot let low performers dictate the outcome of the team as a whole and as such the bar must remain at the level you have set.
It would be a big mistake to lower the bar in the interests of morale while sacrificing the requirements of the company. By lowering the bar, you are only appealing to the elements of your team that are hopefully a minority. Remember – you should always be aiming to reinforce positive behavior v.s. penalizing the negative.
Ensure that you are communicating the goals and objectives
It is key to remember that these people are all there to do a job and to do it well. You’ve hired for their skills and expertise and you need to ensure that non-performance is something that will be addressed swiftly and conclusively. Not doing so is something that will definitely impact the morale of your team. If you need some suggestions on how to go about this – read my post on PIPs (Personal Improvement Plans) – for an idea. Remember, that you are doing the job you are doing to serve the business and its customers – friendships in the workplace are nice but there should ALWAYS be a line in the sand between Management and Staff.
One final point – I’ve mentioned that you are a leader already? So LEAD! You need to ensure that the example you are setting to your team is the right one and you should always be aiming for the stars!