Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
Marginal performers. I love that concept. I just saw it in an article (registration required) about the larger concept of things you can do that have “big ripples.” Chances are, you can think of a name or two from your workforce that would come under the heading of marginal performers. Think about what you have done to handle this situation. Anything? Does it even seem like a high priority to you? Is it even your responsibility to handle these workers?
Check out what author of the article, Michael Winston, says (italics mine):
“Individuals identified as marginal performers need to be given immediate special management attention. Marginal performance is a management problem which must be faced squarely and resolved by increased goal clarity and support, performance-enhancing coaching and counseling, reassignment, training and education, or replacement.”
Let’s elaborate on those italicized items:
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immediate – you’ve probably already waited too long
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special – anything standard or easy is probably not the proper intervention
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management – you (even your delegate to the appropriately responsible person)
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attention – appropriate time devoted
More on this next week. Be ready to face this squarely.
Posted on: October 12, 2007 08:38 AM |
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