How to manage out mediocre work

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Read time: 2.578896847 minutes

Mediocre work.

It’s more difficult to deal with than straight ‘bad performance’.

Managing performance may be the hardest part of a manager’s job. It’s also the most essential.

What do I mean by ‘mediocre’?

If someone described your work as mediocre, how would you feel.?
Not good. Right?

To be clear on what I mean:

The common understanding is ‘it’s not good quality’.

Why is it bad?

This is where the challenge is.
It’s not necessarily clear-cut failure.
And whether it’s poor ‘quality’, can depend on interpretation.

Mediocre performance has a knock-on effect:

• It lowers the overall bar

• It’s a drain on multiple resources.

• Demotivation for the rest of the team.

• There’s a disproportionate amount of time dealing with it.

• It’s hard to give positive feedback when the work is never quite good enough.

Two case studies.

I had to deal with a perpetual ‘mediocre performer’, who was shuffled around the Company for years (and I mean years!). It was messy.

His previous managers just found it too difficult to tackle, so did nothing.
This made it harder for me to deal with.

He was staggered when I addressed his performance, because no one else had. He questioned my opinion as biased.

The sad fact was, others in the company acknowledged he wasn’t up to scratch.

Here’s two examples of how I’ve dealt with mediocre, or poor, performance.

The first: I took over a business development team. A long-standing (very well-thought-of) member of the team, had recently moved into the lead generation role.

Each week I received an (unsolicited) report on progress.

As weeks went by, I received the same lists. Yet, no progress.
After several weeks, I asked for more details: who have you actually contacted?

No one.

She was uncomfortable with cold calling, so didn’t do it.
An essential part of the job.

We talked through tactics. I offered help. I suggested various types of support. I suggested splitting her list and doing it together.

She rejected it all, yet still didn’t make any progress.
After 6 months, she had achieved nothing.

Not one single lead.

She wanted the job but couldn’t do what was needed.
After discussion with another Department head, she moved, and her skills flourished.

The second: I was asked to head up a sales team. A lovely group of people who were all keen, and didn’t have clear direction.

One team member was a poor performer. Mediocre.
She didn’t win business at the rate required (an objective metric).

Her bid submissions were… unexciting (does it get more subjective?).
She had been in the job for a couple of years, with very limited results.
She needed to up her game.

How to help her win, was tricky.

• How do you say ‘think better’; write more persuasively; ‘be’ more compelling? A writing course, wasn’t the answer.

• Do you say ‘hit your target or you’re out?’ and leave it to her to figure it out?

• What if I send her on a ‘start from scratch’ sales course, and she is no better? you’ve lost a year of potential sales. That wasn’t an option available to me.

• How much time do you give someone, to show they can improve?

You can point to a metric ( not winning bids), but to put an action plan in place was not clear-cut.

Over a couple of months, we talked about her interests; her motivations; what she did and didn’t like about the job.
She found creating solutions difficult, and writing proposals boring.
She was interested in sustainability and environmental issues.

I explained the position: she wasn’t winning work, and this wasn’t working out. However, there was an opening in the sustainability team, and her experience would be perfect.

We were both fortunate, that the option was available to us.

3 Step process

Here’s a 3 step process I’ve used over the last 25+ years to deal with the ‘meh’ performers.

Let’s get to basics, you know I pull no punches.

1. The most under-accepted reason for poorer performance: you didn't set them up well.

• You didn't support them when they started.

• You don’t listen to them now

• You didn't give them the training they continue to need.

• You expected them to mindread what was needed.

• If you 'hire based on character' then accept they have a lot of learning, and need you there to support and guide.

Go and revisit what support they’ve had. Where are the gaps?

2. Is it a motivation issue? Get to the bottom of what drives them.
Is it an area you can reasonably influence?
What are their goals?

Don’t underestimate the power of simply listening to someone.

Motivation is intrinsic to the person, not controlled by you, but you can set the right environment.

Example coaching questions to ask :

1. How do you feel you are doing? follow up : Why is that?

2. How do you feel about the standard of your work? follow up : Why do you feel that?

3. What areas can you improve on? follow up : And what else?

3. Clear expectation management.

The person may have no idea how they’re perceived.
See my example above: other managers didn’t address my team member’s standard of work.
If they’re not told, they will not know.

Set out:

• What standards you expect and why.

• The gap

• Be objective

Check they understand what’s expected; how and where they are falling short.

• Ask them for ways they can improve and be consistent.

• Give regular feedback.

• Catch them doing something good!

• Monitor their progress

If they don’t show improvements, you take further action.

My personal experience?
People who are ‘meh’ remain that way, because the job isn’t right for them.

This isn’t about a blip in performance: it’s about not wanting, or being able, to do any better.

Sometimes, you have to part ways.

Got any questions? I’m happy to help. Simply reply to the email.

Please don’t hesitate to forward this, to help others learn.

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Action for the week!

Want to have a practice?
You may not have a ‘Meh’ performer. If you do ( sorry!), try the three step framework above.

Music to get you ready for the weekend!

A mega playlist of supersonic tracks, to get you in the mood for the weekend.

A hardcore dance track. Love it. Play at midnight (if you won’t upset the neighbours).

Other ways I can help:

1. Confidence ever need a boost? My Confidence Build mini masterclass may be exactly what you need. Simple, actionable techniques that have instant impact. Get more details here.
   

2. 1:1 coaching to help you develop your leadership skills to their full potential. Most important ? Get a high-performing team, without the burnout. Let’s have a chat. Calendly link here.
   

3. FREE RESOURCES Interview Mastery training: to master confidence at that BIG event. It could be an interview, public speaking, or that pitch. Make sure that the very best version of you shows up to that interview. Link here.