Comments on: Remember your stars as you work with problem players http://www.reformingprojectmanagement.com/2002/12/08/80/ The magazine for the project age Wed, 07 Jan 2009 13:56:34 +0000 http://wordpress.org/?v=2.0.5 by: Hal http://www.reformingprojectmanagement.com/2002/12/08/80/#comment-423 Wed, 31 Dec 1969 16:00:00 +0000 http://www.reformingprojectmanagement.com/2002/12/08/80/#comment-423 To be fair to the writers at Builder.com, when you stop by to read the article, leave your rating. To be fair to the writers at Builder.com, when you stop by to read the article, leave your rating.

]]> by: S. Justice http://www.reformingprojectmanagement.com/2002/12/08/80/#comment-424 Wed, 31 Dec 1969 16:00:00 +0000 http://www.reformingprojectmanagement.com/2002/12/08/80/#comment-424 If a team of managers can not in a timely manner, address the problem at hand, and develop a system to train the individual or help him to recognize his or her problem areas, and the unfortunate fait that awaits them. Where does the problem begin actually begin. Human Resources? Field Managers? Dept. Managers? If all we have to do is develope key players to promote, and manuever others between teams,like playing a game chess. We ourselves are not Managers. Project or otherwise. If a person is not performing, don't betray their confidence or ability. Work with them, find the niche inside them. If it does come down the unfortunate fait of having to let the person go, then do so honestly. If you set them up to fail,(let's face it, that is what you're doing)eventually, the word will get out, and someone like the up and coming Michael Jordon on the team, may decide you are not performing. If a team of managers can not in a timely manner, address the problem at hand, and develop a system to train the individual or help him to recognize his or her problem areas, and the unfortunate fait that awaits them. Where does the problem begin actually begin. Human Resources? Field Managers? Dept. Managers?

If all we have to do is develope key players to promote, and manuever others between teams,like playing a game chess. We ourselves are not Managers. Project or otherwise.

If a person is not performing, don’t betray their confidence or ability. Work with them, find the niche inside them. If it does come down the unfortunate fait of having to let the person go, then do so honestly.

If you set them up to fail,(let’s face it, that is what you’re doing)eventually, the word will get out, and someone like the up and coming Michael Jordon on the team, may decide you are not performing.

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