What To Do About Unreliable People

Are you frustrated by the impacts unreliable employees have on the spirit and performance of your team? If so, you’re far from alone. Many of the leaders we work with complain about the need to manage people who drop the ball just when they are needed most. Tardiness, absenteeism, missed deadlines and inconsistent standards of work quality are common concerns. 

The unpredictable nature of their performance creates risk, drains time, energy and resources and ultimately holds your team back from being at their best. In my experience, the most important steps you can take to address the problem include these. 

Face Reality 

Understand that no matter how talented someone is, if they fail to behave successfully, their value is limited. Recognize when people with high potential are undermining their own success and that of the team. Avoid the all-too-common mistake of allowing so-called high performers to get away with a hit-and-miss standard of contribution. Expect consistency from everyone, including your best and brightest. 

Leave No Room for Doubt 

Set very clear expectations about how people are expected to behave. Being a reliable member of the team is a fundamental expectation of any employment relationship. Make this clear from the beginning and through coaching feedback, reinforce what being reliable means in your business. 

Show and Tell 

Showcase what you expect from others. Be consistent and reliable yourself and your team is far more likely to rise to the occasion. Give ongoing constructive feedback about ways in which someone can be relied upon and ways in which they can potentially improve. 

Address Issues 

Recognize when unreliable employees are holding themselves and others back from achieving what they are capable of. Engage early. As soon as you become concerned about your ability to rely on someone, let him or her know. Explain why their behaviors or choices are eroding your confidence that they will deliver when needed. 

Act with Strength 

Be prepared to take the actions necessary to consistently apply the standards you set. Idle threats do nothing to resolve issues and, in many cases, reinforce the very behaviors you are working to overcome. 

A common issue many employers face is people taking ‘sickies.’ While, of course, it’s important to respect the right for people to take personal leave due to ill health, it’s critical that you also have honest conversations with those you suspect are absent for other reasons. Be compassionate, but also expect that people demonstrate resilience and commitment to getting to work and doing their job.