Ann Curry has been a part of NBC’s The Today Show for more than 10 years. For much of that time, she updated the news every half hour. I’ve never been a huge fan of hers as Curry seems to have trouble saying a sentence without stumbling.
NBC executives must have felt differently because last year, they promoted her to co-anchor of the morning program. Unfortunately for Curry, ratings having fallen and now the big whigs believe replacing her will fix the problem. It’s not a end of the world for Curry, who is reportedly being offered $10,000,000 to leave her her job and then be reassigned to a new position with NBC.
For some, Curry’s reassignment may be seem like a heartless move by NBC. As a TV News veteran, I understand the logic. TV News is all about making money. Sometimes staffing decisions have been made on the basis of a hairstyle. It’s a cruel world at times and perhaps a hyper-representation of what happens in many companies.
You see, NBC has done something that most companies are slow to do: Fix a staffing problem.
No matter how well you interview prospective employees or groom staff for a new position you’re going to have some poor selections who don’t perform up to expectations. This may be no one’s fault. Sometimes a person just isn’t a good fit for a job. Better to fix the problem now than to deny its existence.
Still not sure if you can take that step? Yeah, I know… it’s no fun being the bad guy. But you should consider these reasons why you need to Clear the Path of this problem:
A Bad Fit Affects All: Some coworkers may tell you that they don’t mind doing someone else’s work when he or she can’t do the job right. Guess what? They’re lying.
They’ll Focus on the Distraction Do you want your team to focus on your goals and making you more money? That doesn’t happen when resentment grows and becomes verbalized. Gossip can spread like wildfire in an office.
You Can’t Breathe When You’re Holding Your Breath Ignoring an problem employee is a common strategy. Only nothing changes. As a leader, you either need to map out an improvement process for the underperforming employee or replace the person. Otherwise you’re sending a message that below average is acceptable.
Bottom Line: Don’t be afraid to admit you made a mistake and take action to fix it.
