Welcome to Managers Tools. Today's topic, Inheriting a Poor Performer. Part one. Here we go. When we tell managers that the ultimate tools raising the bar when it comes to hiring,

many, many people complain that they've never gotten to do that, right?

And they don't get to hire, right?

They say they have a direct who's been a poor performer for years.

They've inherited him.

So they tell us, hey, all right, great, but I didn't get the choice.

What do I do about?

The vast majority of managers can't even grip the idea of hiring being the leverage

because they're always inheriting a team, and they don't want to talk about how great hiring can make a team because they're worried about the worst guy in their team.

The guy who's been turfed from place to place, the guy who everybody knows is not a good performer and everybody says well but more good. You know hiring doesn't do any good if I can't get rid of this guy.

Well, okay. We should have released this cast years ago, but what do you do about a poor performer?

Somebody who's known to be a poor performer and in fact the assumption is they're going to work for you and you're not going to do anything about it.

Well, before you tell us what to do though,

tell us the real key secret to having an inherited poor performer.

What's the good part about it?

Because there is some good here.

Yeah, you're going to be the hero.

No matter what, you'll be the hero.

If for some reason you get rid of him, you'll be the first manager who knew enough about being a manager in order to get rid of him.

And if you keep him, you'll keep him and he'll improve.

One of the two things is going to be true.

And you're good either way.

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