Investing in people to develop and become better performers is important — as long as you are getting a good return on the investment. But too often I see organizations spending money and management time and attention on weak performers, and not investing much at all in the high performers where a good return is practically guaranteed. Yes, you want to make sure that you’ve given individuals a good chance to turn-around weak performance, but you need to set a reasonable time period during which they must show measurable improvement in accountability. After that, if they haven’t shown sufficient improvement, you need to find someone else.
How much are you investing in weak performers vs high performers?
Are you satisfied with the return?
Copyright 2017 Bob Legge
Bob Legge has an unmatched ability to help clients achieve competitive advantage, leaving competitors in their dust. He has worked with companies across industries and geographies to align critical elements, dominate their markets, and achieve dramatic results, such as 600% revenue increase in three years. Personally, he enjoys sailing where both his strategic abilities and tactical skills help him see interesting places while having a fabulous time with friends and family. .
Contact him at: firstname.lastname@example.org.