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Turning Around Poor Performance
James A. DeSena
Certified Speaking Professional
A question I am frequently asked is, "How long do I work with an employee who is not performing?" The answer is, until the employee is either unable or unwilling to demonstrate progress toward improving performance. How you turnaround this situation is critical.
Some managers will make a quick decision when they first see a problem and decide that the employee has to go. They may be too hasty. Unfortunately, they often might lose an employee who might have the potential to do good or even great work with just a little bit of communication about the problem. On the other side, you have people who procrastinate taking any type of action. They procrastinate because they aren't sure they are right that there is a problem (most times they are); they procrastinate because they fear or their HR department fears a discrimination charge (which should be addressed and is discussed later); they prefer not to confront the employee.
There are seven steps you can take that will allow you to turn around these situations productively, quickly and beneficially for the employee, manager and organization.
1. Consider how long has the problem been going on.2. Redefine expectations.
3. Review what's required to do the job.
4. Provide support.
5. Have weekly follow-up meetings.
6. Look for progress, not perfection.
7. Ensure that the problem won't reoccur.
©2001 Performance Achievement Systems, Inc. salesleaders.com
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