Talking to employees about problem performance, and getting them to change is hard – unless you do four things very well. Here’s what I wish everyone knew about addressing unacceptable employee performance.
- You have to have a plan; otherwise, you’ll get off track, and your employees won’t make changes.
- Coach like a coach. Don’t try to be friends with employees. Your job is to bring out their best.
- Get agreement. You can’t fix a problem that doesn’t exist in the mind of your employee. Help employees see the impact of their performance.
- Don’t accept excuses. Whining, blaming, and justifying are common defense mechanisms. Don’t let excuses fly.
I’m walking you through these 4 points so you can nip unacceptable performance in the bud.