| | MARCH 2024MANAGEHRMAGAZINE.COM8They say art imitates life and if we look closely, we can find examples of how that is true. I enjoy watching talent shows just like anybody else and I really enjoy the highlights of those who perhaps are not as talented as they think they are. We watch as the person sings off key, notes are flat and off beat. Then the judges will ask who told them they have talent, and the replies are "my spouse, partner, family, church, etc." The expression on the person's face when the judges provide feedback that they are not a good performer can be devastating, as this is probably the first time someone was honest with them.Now replace the contestants with an employee in your company who has been doing their job for years and replace the judges with a new leader for that department. This new leader is going to access and determine the person's capability on a different level and perspective than those before and this will become the wake-up call some team members need.Leaders still struggle with having difficult conversations and addressing poor performance or behavior issues/concerns with members of their team. There are several reasons a leader may avoid having those discussions. Below are just a few:· Conflict avoidance ­ the employee will get upset and will not react well, risk of potential aggressive verbal behavior. The leader doesn't want to take the risk of upsetting the employee.· Sympathy ­ the employee has a lot going on in their personal life, divorce, sick family member, financial, etc. It's not the right time to add stress to their life.· Social Relationship ­ they have worked together or for the same company for many years.· Deflection ­ thinking it was a single incident and won't happen again, so no need to bring up.Not dealing with performance or behavior issues is not doing anyone any favors, either the person or the leader, especially not the company. Avoiding conversations that will address the person and coach them to meet performance expectations or to modify behavior will impact others (on the team). This can lead to uncomfortable (work) environments, resentment toward the company (and/or leadership) for not dealing with the situation. Additionally, a perception of favoritism can put your top performers at risk of leaving the company. There is also legal liability. By not addressing the situation in a timely manner, you can expose the company to potential backlash. The behavior may contribute to a hostile work environment or lead to the perception of discrimination. By the ACCOUNTABILITY: WHY DO WE STILL STRUGGLE WITH IT AND HOW IT IMPACTS THE ORGANIZATIONBy Barrie Green, Human Resources Director, Hopkins Manufacturing CorporationBarrie GreenIn MyOpinion
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