It depends on their attitude. With a good attitude, virtually anybody can be coached to be productive and motivated. But without that, it may be a losing and pointless battle. I’d consult with my colleagues (including the HR manager in particular) to assess their skills, with respect
to the company’s current and future needs, while determining what this person’s potential is and how it can best be realized.
That result usually goes hand in hand with better performance and a fostering of loyalty to the company that is priceless. This is actually a topic that is close to my heart, which is why I’m writing a book on this subject (i.e. “The Agile Manager”). On the other hand, if due diligence determines that this individual can’t be “rehabilitated”, be it due to an inability to cooperate with others, skills that can’t be improved or a simple lack of motivation, then I will let the person go.
Friends who manage tell me that the final key conversation is the "You have to make a choice whether or not you want to work here" conversation. It's the final conversational checkpoint on the way to termination or layoff and it underlines that this person has a choice and a responsibility and is not just a victim of circumstance.
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