Poor performance is often a systemic problem. Learn to assess what's really going wrong so you can address the root cause of deficiencies. Plus, get tips on how to get poor performers to take full responsibility for their behavior.
- Let me ask you a question.…Are you currently managing anyone…who if they quit, you would be relieved instead of upset?…When I ask that question at workshops…I usually get this painful laugh.…Then I ask, why are they there?…And the answer is for no logical reason.…Poor performers drag down the entire team.…Keeping them onboard sends a message…to the rest of the team that mediocrity or worse…will be tolerated.…
As someone who's litigated employment cases for 17 years,…I know this: the longer you keep on a poor performer,…the riskier they become.…When addressing poor performance,…the first question you must ask is…whether their non-performance is a system failure.…For example, they may have been hired out of desperation…and not been properly vetted for their skills.…If that's the case, see if there's a position…where the skills they do have can be of use.…
If not, help them move on to a job where they can succeed.…The point is, if performance failure is a system failure,…then you must fix the system…or any replacement is likely to be another failure.…
In this course, join HR expert Don Phin as he shares strategies for creating a culture that encourages high performance as well as best practices for improving employee performance in the modern workplace. Don covers techniques for setting clear expectations, delegating tasks, and managing remote workers. He also explains how to get to the root of poor employee performance and coach both high-performing and low-performing employees.
- Determine the most efficient processes to use when selecting a new hire.
- Apply knowledge gathered from employee feedback to enhance overall efficiency.
- Identify an example of an appropriate workspace.
- Define “emotional quotient” and explain how it relates to employee performance.
- Recall effective strategies for addressing poor employee performance.
- List three benefits of using performance management tools.