It’s only week 5 of the football season and already the NFL offers an abundance of Lessons Found for owners. But let’s limit our focus to employee relations.
As of this writing, Jalen Ramsey is still on the Jacksonville Jaguars’ roster. If you’ve followed recent events, you’ll understand the need for the word “still” in the previous sentence. It began two weeks ago when Ramsey and head coach Doug Marrone, openly argued during a game. The next day, Ramsey asked to be traded. Should the Jaguars acquiesce? Ramsey’s “employment” history provides perspective. The season began with Ramsey arriving to training camp in an armored truck with the driver loudly announcing: “It’s time to get that money, money.” In addition to being disgruntled about the team using the franchise tag to limit his compensation, Ramsey has been frustrated by the Jaguars use of a zone defense rather than his preferred man-to-man defense. Ramsey has made his desires clear: “For me respect is a huge thing…[B]ut once respect is lost for both parties I think it is time to part ways.” With this attitude, it makes you wonder why the Jaguars refuse to trade him.
While NFL players certainly are not “typical employees”, Ramsey’s story still inspires Lessons Found. For example, if a star employee starts to show disgruntlement or declining productivity, something in their life likely caused this change. Thus, the best first step is to talk to the employee showing genuine concern about their well-being and ask if anything changed either on the job or outside of work.
What about recently hired or promoted employees who are obviously a good fit for the organization but do not live up to expectations in their new position? Consider whether there are other positions in the company better suited for the employee’s skill sets. This strategy enables you to keep a good employee who, if done right, is now even more loyal to the company. Again, the first step is to have a conversation with the individual. You likely will be surprised at the response and how easily the situation will be remedied as a result.
Starting a conversation is the common Lesson Found in these situations. Even if it is obvious that the only solution is termination, the employee is owed a constructive explanation. Not only does this establish a positive model for the rest of the staff but you never know where that departing employee may end up.
Interested in learning more about how you can keep employees engaged and improve productivity? Email me or call (717-439-6254) to schedule your no-cost, no-obligation initial consultation.
