A reader asks: "I am struggling with performance issues at a site that is new to me. We have had above average turnover in both supervision and front line employees due to a very tight budget as well as declining morale. Do you have any suggestions?"

This series will try to focus on analyzing the current situation and making suggestions for improvement over a period of time. In a prior article we listed some of the noted deficiencies and now suggest corrective actions to deal with them:

1. The first issue is to determine the qualifications of the onsite supervisor. He/she is the primary driver of day to day activities as well as morale. Since this person just came on board a few weeks ago it may be too early to simply fire and try to replace.

2. Is management providing the needed supports as to hiring and training? If not, a lone supervisor is hobbled from the start.

3. We noted the contract calls for 20 FTE's (full time equivalents) and has had only 15-16 over the last twelve months. This in unacceptable and HR (human resources) needs to hire and pre-train enough staff to have a full crew every night.

4. Based on an analysis of the current budget, there is no room for raises or benefits. When workers learn they can make more money at a building next door, they leave simply for the money.

5. When workers are not trained and/or provided proper equipment, they will leave rather than stay.

6. The lack of equipment, chemicals and simple tools like cloths or spray bottles is hurting not only performance but also morale.

We will continue with our analysis in a future article.

Your comments and questions are important. I hope to hear from you soon. Until then, keep it clean...

Mickey Crowe has been involved in the industry for over 35 years. He is a trainer, speaker and consultant. You can reach Mickey at 678-314-2171 or CTCG50@comcast.net.


posted on 6/16/2015