Addressing employee underperformance is a critical aspect of managing a team. Failure to do so can ruin morale for the group as a whole. Techniques for ways to address underperformance and techniques for developing underperforming employees are discussed.
- Addressing employee underperformance…is critical, and many managers report…it's their least favorite aspect of the role.…Resist the urge to put off dealing with underperformance.…Failure to do so can ruin morale for the group as a whole.…First, it's important to distinguish underperformance,…a behavior that can be addressed and improved,…from unacceptable behavior.…Fraud, discrimination, theft, and harassment…are examples of unacceptable behavior that typically leads…to the immediate removal of the employee.…
Make sure you consult human resources…or your own manager on how to proceed if you have evidence…that an employee has engaged in unacceptable behavior.…Now let's discuss underperformance.…When you notice an employee is missing the mark,…it's best to address it promptly…rather than waiting until the formal review process.…This makes the conversation seem less punitive…and more about improving performance and personal growth.…Put yourself in their shoes.…Wouldn't you much rather someone tell you you need…
- List the best arrangement for delegating responsibility.
- Recognize the characteristics of the five phases of the team development cycle.
- Explain the importance of taking time to build genuine personal relationships with team members.
- Identify the element that begins and ends the development cycle.
- Determine when to CC someone on a message.
- Recall the benefits of organizing venues for casual or informal contact among virtual team members.
- Summarize the steps to take following a discreet meeting with a difficult team member.