Step 1: Discuss the difference between the present performance and the acceptable performance. This should not be a revelation if the individual was properly trained and expectations where properly established. The difference been their performance or behavior and acceptable performance or behavior should be clear.
Step 2: Describe how their poor performance is affecting you and others in the organization. Be as specific as possible. If there is a direct personal impact to yourself, let them know.
It is not enough to say performance does not meet minimum expectations. The individual must also understand why this is important. For example, it is not fair to others if they are not pulling their weight. Or, there may be other people (yourself included) who are depending on them and they are letting you down.
These two steps set the stage for trying to turn around the situation.
Bob Tetu
Business Builder Bob
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Hi Bob .. your guides should be useful to employers and managers alike.
ReplyDeleteI guess they'll have a job description which will set out various expectations relative to their tasks etc which can be brought into the discussions.
Also we all need to work and live in harmony so that we can attain the best.
Thank you the ideas - Hilary