How to Confront an Employee who has a History of Poor Performance Oct 22 2008
By: maureen collins It is not unusual for a new manager to find that his or her predecessor has, maybe for years, tolerated performance from a team of a lower standard than they are willing to accept. Not only has the newcomer to deal with the normal problems of gaining acceptance from the team, he or she has to step up to some difficult conversations early on in their relationship with people who are probably going to be resistant to changing their behaviour. How do you convince a person to improve their performance when they have been paid, and maybe even promoted, for years, for what you consider to be sub-standard performance? This is a conversation that needs some careful planning or you could find yourself in a difficult and unpleasant conversation. There are three key points you should keep in mind. You need to start by looking to yourself. Is it just you? Are you the only one who is unhappy with the behavior of this person? Are your expectations and standards realistic? Does the person contribute special skills in one area that compensates for poor performance in some other area? You need to first gather hard data on their performance and as far as you can, you need to check that your view of it is shared by others. If it is not, you may have to accept that the only realistic solution to the problem is that you change your expectations of the person. The second step is to look to the person. What are you telling yourself about them? Do you think that they are deliberately coming to work for a free ride? Do you think they have a malicious intent to pull down the performance of the department? Is it not just as likely that by withholding feedback, others have contributed to their lack of performance? Is it not possible that they have no idea they are underperforming? Giving the other person the benefit of the doubt is the most respectful and safe way to approach a difficult conversation like this. If you feel and show respectfulness toward the person, there is least likelihood that they will react defensively or with anger. Thirdly, do not drag up all the history. Start from where you are now. Use a few clear, specific facts to describe the current situation as you see it, even if this means putting off the conversation until you have first hand experience of the performance standard. Then explain the gap between what you expect and their current performance. Explain the implications of this level of performance. Then ask for input from the person and listen
carefully to whatever they say. She specialises in communication skills in the business world. and may require some ongoing coaching and support. Article Source: http://www. with difficult people.com http://performance-management.bestmanagementarticles. Agree on a plan and set dates for follow up and feedback. should you ask for ideas on ways in which performance can be improved. In Straight Talk.com About the Author: Maureen Collins has a B.bestmanagementarticles. Get your own free Straight Talk Tips. she trains people how to handle difficult conversations.za
.co. Only when you feel that the facts are out in the open and that you both share an understanding of the situation. degree in Psychology from Edinburgh University and over 25 years of consulting experience. http://www. This is a leadership issue. If you are seen to be confronting issues that have been side stepped in the past and are clearly not prepared to tolerate poor performance. on difficult topics. you are sending a very positive signal about the leadership style your new team can expect from you in future. but it is quite likely that the person will be grateful for your honesty and will respond by trying their best to change their behaviour.straight-talk.Sc. It may take a little time.
I used to work for a large nutraceutical company with offices and warehouses in several locations. Most of the office coordination was handled through teleconferencing. In the end. By way of confession. It's really frustrating to take a frantic call from a customer or distributor about something that gravely affects their health or business. they seldom seemed to use face to face videoconferencing. We had theft from our own warehouse workers and some of the most antiquated performance management solutions available. and to have them point out the very announcement from our superiors outlining the new policies and procedures. Our facility was the largest and housed their master warehouse and middle management corporate offices. We really could have used more effective performance management solutions. and on their evaluations I would just mark them as improving to ensure their value and keep them from being terminated. and we would often hear about changes in policy at the same time or even after they did. but from my experience. only to tell them that there was nothing to worry about as there were no changes. was often left unsecured.Performance Management Is The Right Solution Apr 15 2010
By: BMA Editorial Team B . we were the front line in dealing with the customers. we would often find out about policy changes within the company that directly affected us days or weeks after they were made. and while they had the technology on-site for it in our office. They were eventually bought by new managers who have managed to turn things around. Case in point. On our end.
. Our warehouse. we constantly had problems with product quality control and security. had left several months after the fact. the company was so mismanaged that they had to sell off several divisions to stay afloat. as a supervisor. I'm willing to bet they have far better performance management solutions now. directly in charge of our publications. which was the size of a football field and had state of the art equipment and some rather sensitive pharmacy grade grade ingredients. We even found out that one of the principles in the company. Occasionally the principles in the company would visit our offices and we would send a handful of people for training and coordination back east. communication was sparse and not well organized. Likewise. ours included. I seldom monitored my team. Our bosses worked at a facility out on the east coast. and there was another office somewhere in the Great Lakes area.
com About the Author: Nuvek (http://www.bestmanagementarticles.com/) leader in web and mobile performance management technology software development specifically for the facility service industry.ContentCrooner.vektr. Art Gib is a freelance writer. Distributed by http://www.com http://performance-management.com
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The goal is to reframe the experience. My intent is to explore how coaching skills can be used in creating a good performance appraisal experience for both the employee and the supervisor and how to keep good performance going throughout the year. creating a positive. Performance appraisals are often dreaded by both the employee and the supervisor. goal oriented environment that thrives on success. With the manager as a coach and partner committed to the employee's success the environment can shift. find out what the gaps are and what the resources needed are. Often the manager talks about issues that the employee didn't expect. When meeting with a staff member: o Be totally present o Tune into them and tune out everything else o See their greatness Use Coaching Questions: o What's going right? o What makes it right? o How can we build on this success?
. In using coaching type questions you have the opportunity to create powerful positive energy.How to Use Performance Appraisals to Build Staff Success and Company Results Mar 22 2008
By: Donna Price The annual performance appraisal is an opportunity to enhance employee performance and create greater success for the company and the individual.
What's going right. how do we make them measurable? Measurable is countable. 85%
. You want that.o What is it that would be ideal o What are the challenges you are dealing with? o What resources do you need? You. our role is build successful teams and we have to have successful team members in order to do that. the supervisor become the coach--coaching for success. specific. when. measurable. how do we create more of it? In working with teams I have found that when I focus on what they are doing well and how we do more of it we build on our success. At the monthly meeting spend time to: Review the vision Review the accomplishments (What's going right?) Review the goals and score them: 60%. we can measure them. that didn't get looked at until the next year? Meet with staff regularly. Make them doable and not overwhelming. the manager begins to shift the paradigm to one of employee and coach/partner. reviewing the goals and creating new plans for the upcoming month. Goals Point to an exciting future. Focus on the plan. If goals are soft. It's unfair to come at a staff person at the end of the year and say you didn't accomplish what we outlined in your plan. As supervisors. Remember the goals outlined are focused on creating better results for the company. Building in accountability in your annual success plans is vital. relevant and time bounded Annual goals are typically big. and track their progress. How many performance appraisals have you had or have you done. not measurable it becomes difficult to progress the plan or give any feedback. When we create goals that are measurable. It's important to break them down into smaller steps. In creating a plan focused on success for the employee. how many. attainable. So. If it is never mentioned it gives staff the impression that it wasn't that important and they don't need to work on the goals outlined. SMART Goals are positive. the solutions. Focus on the positive. If we focus on creating success we are more likely to create it. who? Goals tie into the company vision and the employee's vision.
bestmanagementarticles. It prevents the annual performance review dread. dprice@compassroseconsulting.When a goal is falling short use coaching skills to help figure out what the problem is and how to change it. The monthly review of the PLAN gives you the opportunity to really check-in with staff and support them in developing success.com http://performance-management. but the level of accomplishment is usually lower than what we want in our companies.com. author of Launching Your Dream. President of Compass Rose Consulting.com About the Author: Donna Price. you can accomplish some things just by writing down the goal. Contact Donna at http://www.com. You have created a regular stream of communicationboth ways that can only improve results. Staffs know you are invested in their success as well as that of the company. Donna's proven process guides you to accelerated success. Yes. It develops you as a leader and partner of the staff member and lets you know where the focus needs to be. through business success coaching and innovative life coaching. Article Source: http://www.bestmanagementarticles. 973-948-7673
. works with people to live their dream instead of daydreaming.buildyourbusinesssuccessnow. This is powerful.
Involving employees in this process is critical because by involving them. Monitoring involves the monitoring of employees by their managers to make sure their tasks are getting done efficiently and takes into consideration how well the employees are able to function. all employees should have a clear idea of what is expected from them. but do them well and are proud of the work they get done. It also helps to make sure that there aren't any gaps in communication to keep the plans from coming to fruition. In other words. Over time. developing. 3. monitoring.Performance Management . 1. 2. After the planning stage. involving employees in the planning process improves morale. It could involve teaching new skills.
. Monitoring Business And Individual Performance Monitoring is also self explanatory. a practice known as "Performance Management" has been put in place in most businesses to ensure that employees not only do the jobs they were hired to do. they feel more a part of the process and less like monkeys who are trained to jump on command. rating and rewarding employees. but the ways in which getting them done should happen. And how well a business runs is a direct reflection of its employees.Five Easy Steps to Success Aug 27 2007
By: Martin Haworth Business is nothing more than an idea without people in place to take action and make the business happen. Individual And Team Performance Development Developing refers to keeping employees evolving to meet the ever increasing standards of a post millennial workplace. Planning Your Business Workload Planning is just what it sounds like: planning out not only what tasks need to get done. implementing new procedures to make the work processes more accessible. Monitoring ensures that unrealistic expectations aren't set by management or the employees and keeps track of not only what is being accomplished but what has yet to be worked on. The five key areas of Performance Management are planning.
More? There are hundreds of hints. Everybody likes to make sure that they are appreciated. http://www. 5.bestmanagementarticles. Rating Individual Performance Rating is the way by which employee performances are evaluated. Development ensures growth of employees and the business. Article Source: http://www. Rating can address areas in which the employee needs to grow as well as the areas in which they excel. It is imperative that employees are given a "report card" on a regular basis. It's an easy system to put in place and is the most effective system in making sure that business goals are achieved.com.It sometimes means assigning new responsibilities to employees who appear to have outgrown their old ones. Martin Haworth is a Business and Management Coach. Performance Management is a method by which a business Owner can ensure that his or her business is constantly growing and achieving at the level they desire.bestmanagementarticles.com
. Rewarding Great Performance Rewarding Employees is perhaps the most important part of Performance Management. Studies have shown that employees who are rewarded for a job well done are far more motivated to keep performing at a high level than those who are berated or "punished" for being less than satisfactory. A happy employee is a productive employee and rewarding an employee whose work is exceptional is a key factor in making sure that their level of work doesn't deteriorate. It provides a clear map to where the employee stands at that date and time and is important to make sure the employee keeps up a good rate of Development within the business.com http://performance-management. tips and ideas at his website.com About the Author: (c) 2007 Coaching Businesses To Success. 4. For a free e-course contact cbts01@aweber.Coaching-Businesses-ToSuccess.
Performance Management Consulting Apr 16 2007
By: BMA Editorial Team B . you are sure to be able to get the ideas as well as the strategies that other companies are doing with the aid of performance management consulting. Not Negative Aspects When it comes to performance management consulting. The performance management consulting activity should be able to help out the company's management to actually be able to produce clear and concise ways for them to make their
. they should really take this task seriously so that that the company will be able to greatly benefit from the yearly performance appraisals of the employees. 1. they actually have the option to get some performance management consulting so that they will able to know what people from the management like them should really do when its time to once again make those employee performance appraisals. Perform Appraisals In A Serious And Scientific Manner As the part of the management that ultimately runs the company. Most people dread performance appraisals because it is tiring and tedious. Employee performance appraisal may seem to be a scary and highly difficult task but through good performance management consulting. performance appraisals are really quite useful because management can fully make sense out of the things that have been happening in the company. 2.Know When to Get Help . performance management consulting will actually advice the management to actually make a draft of what they are going to report first before actually going out to the meeting and fumbling on the employee appraisal meeting. companies can finally be able to find out about the reasons behind why the company is losing money here or there. Of course. and people believe their jobs may be on the line. When it comes to performance management consulting. experts in the field of business management will actually instruct company heads that before they actually go on to their employees' performance appraisal meetings. Whether they will give out a presentation to other company heads or just be talking to the employees. Appraisals Should Focus On Positive. Through a yearly performance appraisal of employees. In case the people who are going to head these yearly employee performance appraisals are actually clueless on what they should really do. the superiors who are actually doing all that performance appraisals year after year. it is highly recommended that you plan everything out from the beginning so that the whole process of the yearly employee performance appraisal will go on smoothly and without any hitch.
.Heed the advice of the performance management consulting group . the company should also be able to target the poor performers in the company for termination.Tackle those factors 3.thoughts be fully understood throughout the performance appraisal report. Article Source: http://www.com http://performance-management. the next is to be able to establish as well as reinforce the extreme importance of the company's core competencies and lastly. the management should be able to target he poor performers in their company by actively weeding out the bottom 10 percent of the pack while completely nurturing the upper 20 percent of the company's employees to be able to sustain their dedication and good work for the company.performance-management-solutions. top companies today are using the performance management process to eliminate a best-effort directed culture in the company. instead the company should move on towards a results-driven culture instead. It Works! According to the research from the performance management consulting.com About the Author: John Morris For more great performance management related articles and resources check out http://www. Performance planning is definitely the key to a well-executed performance appraisal meeting according to the performance management consulting.bestmanagementarticles.bestmanagementarticles. Based on this research from the performance management consulting. . It is extremely important that the company is able to full acknowledge the presence of such beings in there company so as to be able to further motivate them into doing good for the company while the bottom feeders need not be kept in the company anymore since they are hired to do their best and not to actually become a liability to the company.Decide on the important factors .