Managing Troubled Employees

BAHR3101
Step Three of the Intervention
Model:

Lecture Outline:
Step three of the intervention model:
Analyze reasons for the performance problem
Ten reasons employees dont perform well
Evaluate your influence on employees as a
manager
Input from managers
Consequences from managers

Communicating with a difficult employee

Step Three of the Intervention

Model
The third step of the intervention model is to
find out reasons for the performance
problem.
This analysis can assist you in deciding what
solution to take to improve the performance
of the difficult employee.
Therefore when you understand the reasons
of the problem clearly, it will be easier for
you to develop a practical workable solution.

Ten Reasons Employees Dont

Perform Well
1. They dont know how or what they should do
2. The reward or consequence is for not doing
what they should do.
3. They think they are doing just fine.
4. They think their way, not your way is better
and it is not.
5. There is no negative consequence to them
for poor performance
6. They have obstacles limiting their

Ten Reasons Employees Dont

Perform Well (continue)
6. They have obstacles limiting their
performance.
7. They dont want to do the job or know why
they should do it.
8. They fear a negative consequence.
9. They are punished for doing what they are
supposed to do.
10.They think something else is more important.

Evaluate Your Influence as a

Manager
You as a manager can affect the employee
performance greatly.
You can do a lot to help the employee improve
his/her performance when it is below the
standard.
While analyzing the reasons for performance
problem, you need to look in the mirror and ask
yourself this question:

What kind of influence I have used to improve the

performance of my employee?