moneymaven
Well-Known Member
Joined: Dec 26, 2010 10:05:04 GMT -5
Posts: 1,864
|
Post by moneymaven on Feb 6, 2016 10:34:33 GMT -5
[/p][/quote]I think a work place suffers when companies tend to focus on only one type of person. Yes, confidant extroverts are great. But, now with all the phony baloney "Team, rah, rah", everyone has to be positive puppy kind of thing, I think that a lot of companies are hurting their own bottom lines. Yes, there is a place for that. But, there is also a place for those who are more cautious and quiet. Who aren't necessarily the Pumped up cheerleader and might actually speak up and say "that really isn't going to work and it is going to cost us money and here's why" and they are often brushed off. And, i agree with Swamp. I have seen soooo many bullschitters in my time. They have all the brash confidence in the world. And, they usually are the ones who make the biggest mistakes because they don't even know enough to know that they don't know what they don't know. [/quote] Sure. But I didn't say that I want rah rah yes men. It's not what I'm asking about so I didn't elaborate on it but we have a strong culture, and quiet cautious types are absolutely valued in our company.
|
|
Shooby
Senior Associate
Joined: Jan 17, 2013 0:32:36 GMT -5
Posts: 14,782
Mini-Profile Name Color: 1cf04f
|
Post by Shooby on Feb 6, 2016 10:52:02 GMT -5
I know. I was just making a general point. You are the boss so if she isnt' getting her work done to your satisfaction then you can do whatever you need to do to ensure that the work gets done the way you want it.
|
|
happyhoix
Distinguished Associate
Joined: Oct 7, 2011 7:22:42 GMT -5
Posts: 21,592
|
Post by happyhoix on Feb 8, 2016 9:13:17 GMT -5
I say she's competent because these errors have not been an ongoing issue. It's been recent (say last 3 months). Much of our work cycle is repetitive so I know she knows the right answers, process, handling, etc. Perhaps I should say she has the potential rather than competence. If she was doing well for 9 months and then in the last 3 months she's begun to screw up on things you know she knows, I don't think it's a confidence issue. People with low confidence are usually very careful to repeat the things they know were correct the last time they did the task, to avoid making a mistake. People with a lot of confidence are usually the ones that start cutting corners or making their own decisions on how things ought to be changed, because they think they know a better way to do something.
If she is depressed and tends to burst into tears at work and her job performance has just begun to slip in the last 3 months I think this isn't really work related or confidence related at all. I think she's got some MH issues. This isn't really something you can fix as her manager. If you have an HR department with an EAP, you could refer her to that.
If she's costing you business, you'll need to continue the performance improvement plan, document her failings and terminate her. If you really think she could be a valuable team member if she could get over her current emotional issues, refer her to HR and give her a certain time frame to get herself back in the swing of things. Hopefully she can return to her competent old self from the first nine months.
Kind of depends on how critical she is to your team, and how much time you have to let her get herself back on track. IMHO, though, if she is going through some emotional turmoil right now, having PIP meetings with you is probably only increasing her depression and anxiety, which is why she's bursting into tears during them.
|
|