I said, I don't know - maybe part of it is right, but not entirely the truth. He agreed with me - and explained his view on this. When you start to generalize that all employees are great - that statement is not true. However, there are some employees really go beyond and above. Those that worked really hard, and realize that they need to make progress, set examples for others - are the one worth keeping with the company. However, those that keep saying (and complaining) in front of their colleagues, bosses, or subordinates (e.g: OMG, I fell asleep on my desk working on this project last night - or OMG, I am tired all the time because I spent 8 hours doing this shit, and so on ...) - those are the one you need to keep your eyes on : either they are REALLY working hard, or they just like to exaggerate things, but dump the whole work to their subordinates.
Same thing for those that seems doing really well and progressed impressively - talk to them, give them more challenge, and encourage them - so they can do even better and excel. At the same time, you have to provide praises and encourages those that perform well, and punish those that still left behind (even after your talk / counseling session with them).
A) The Talent - those that are consistently work hard to increase their standards/talents. These individuals always look for projects, improvements to be done, and challenged themselves. They are not afraid to take up challenges, new positions, even they have little to no experience on the subject matter. They are willing to learn and adapt into new roles. As their bosses, you must have keen eyes to identify these individuals, as they are only a few of them within an organizations (5-10% at most) and it will be such as a waste for companies to lose them.
B) The Solid Worker - these are the individuals that always work according to the standard. You tell them/provide them with instructions, and they will execute it 100% exactly according to your instructions. However, solid worker will not like / enjoy fluctuating/dynamic working environment where the factors always changing and need to adapt / adjust all the time (or need to make quick decisions by themselves). Bosses will also need to know which individuals within their organizations are Solid Workers - you can give them consistent flow of projects or work - but you will need to keep tab on them from time to time. Depends on how effective and efficient of your organizations conditions, the amount of Solid Worker can be more than Dead Wood , or vice-versa.C) The Dead Wood - those are below standards employees. As the term dead-wood indicate, these are employees that works below standards, those that browse internet and social media during work (facebook, twitter, etc), or even enjoy pooping in their work time, or take care of personal stuff (that's right - you read me correctly - when people trying to find him/her, usually they are "in the toilet", or "take smoking break", or "go to ATM", etc). You can warn these individuals during session with HR and their direct supervisors/managers, that time of year during performance appraisal, etc. If after several sessions, these individuals did not show improvement - it's your decision whether to keep them, or let them go.
Back to our original discussions - "Employees Are Company's Greatest Asset" ? YES AND NO. You need to keep the best employees (the talent and solid worker), but get rid of the dead wood. How to do that ? Well, it will be entirely different chapter on this one, folks. But let me give you a clue : Talent Management is not the answer (yes, some companies insisted on having Talent Management program, to identify and spot these Talent - but let me tell you something - is this the answer to identify and keep these talent and solid worker employees ? NOPE).
Have a good Monday ! I have very good inspiration today, and I promise you to write another article before end of this week !
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