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Merrick, NY--What do you do with an employee who’s doing ok? No, really—ok as in “just ok?”

It’s easy to ax someone who’s a real problem, or who simply can’t learn to do the job even after repeated training. (Disclosure: it’s never easy, but at least you feel justified and don’t lose quite as much sleep.)

But what do you do about someone who’s not causing problems, but who’s just not that great? This is the employee who gets the job done adequately, if not brilliantly. The one who brings some value to the table, but not as much as others. Someone whose performance isn't bringing down morale among peers. Someone who would rank, say, a six on a scale of one to 10.

This was an interesting topic recently on the “You’re The Boss” blog in the New York Times. As a former manager myself, and now the editor of this newsletter targeted to luxury business owners and managers, I’m really curious to hear from Centurion readers about how you would (or did) handle this situation. Please join the discussion—all readers will benefit greatly from your perspective.

First, click here to read the Times blog post. The author makes a compelling case for firing your sixes. Jack Welch, the legendary former CEO of General Electric who’s equally legendary for his ruthless attitude about mediocre employees, also would say unequivocally to cut ‘em loose. Even, Welch told me when I interviewed him some years ago, if it’s your brother’s kid.

As a manager, it’s your obligation to ensure you have the best team possible in place. After all, you’re not striving for mediocrity.

But before you swing the proverbial ax, be sure you aren’t overlooking or undervaluing what the six does contribute, while perhaps excusing some “quirks” that your 10’s have. Have you done your job in making sure the six has access to the proper training and is clear on your expectations? Is there another place in your organization where your six might just become a nine or even a 10? And are your 10s really 10s, or are they sacred cows that used to be 10s but maybe have been coasting on past successes?

Sometimes the answer is that the six is, well, a six. You’ve trained, you’ve been clear, and they’re doing the best they can and they’re not giving you problems—but their best isn’t meeting your needs for excellence.

I’m really, truly anxious to hear from readers, so please comment in the box below, and let’s start a discussion. (Besides, if you’re losing sleep you may as well benefit from your insomnia!)