The poor performance of staff and address issues of workers are just some of the hardest things in the office. It 'difficult for the morale and productivity in an optimal way to balance commercial success and, therefore, I often hear managers turn a blind eye to poor performance of employees, for fear that attention to the problems that will do for the environment the working atmosphere. Late Deal Holidays
Late Deal Holidays
The truth is that treatment with the staff to avoid problems is often the worst thing you can do. If theclose your eyes, the rot spread to other apples. If an employee is always late, for example, and there is nothing to see what happens, then what other people have great news? moves around the inevitable decline in performance of employees and the poor is more the rule than the exception! Even if it's something that others are not aware of the decline in productivity, is still something that you pay toaware of the problem - the intermediate time, the problem on the head taken at an early stage and prevent it from spreading and causing annoyance and upset. After all, employees may not recognize problems, they did nothing wrong if you come to it and may soon appear at the end of the performance of staff to improve the alarm before it is too!
Late Deal Holidays
So the first step in addressing the staffing problems or poor performance, to inform them of the problem. Of course, this shouldprivately to avoid embarrassment should explain clearly the case before the others (which can cause serious trouble) are performed, and the problem, there is no reason for misunderstanding. If you have a reasonable excuse for a dip in form (a serious illness or family problems at home), then you should try to understand and find a solution with compassion - how to help employees return to standard. If they are right, you (or affirm, in some casesiteration) clear, what are your expectations of them - after all, if you do not know what it may be impossible for them fulfilled, I am! If you have a problem employee, you do not want to hold their annual meeting to tell them, they have achieved what they want!
Late Deal Holidays
The next step is actually to help them meet your expectations. followed in case of something like this is always a bit 'late, but with a little' more abstract - such as quantity and quality of work ishold on for you and your staff to keep an eye on things. For this reason, one should consider the following things in the management of poor performance of your employees:
much feedback
Positive, constructive feedback is a good idea to give employees a 'idea of whether they are in the right direction or position. Let them know that this much improved, and it is still too tight - it must be accurate, detailed and timely.
Possibility of monitoring
ProblemEmployees often need direction and employers to work closely with them to achieve their full potential. Both parties must understand that they are competent hands on approach to performance management with the objective of staff, regardless of constant surveillance.
Additional training
In some (but not all) situations, the under-performance of employees is not their fault, they may need to after anotherTraining to the level of qualifications and skills to achieve their goals.
Checklists
Depending on the type of problem you have employees, you can find useful checklists. They are particularly useful for people who have problems with their campaign and program priorities that allows them to stay focused on each task and to organize their workload.
Positive reinforcement
After he was already badly stressed by something, it is important to returnbalance, if the employee improve performance. Positive reinforcement - it is said that the employee can carry out their work to improve someone's day, their luck with a company and look forward to - in particular - are more than a repetition of providing this service. Let them know that this is the kind of things you've always hoped for.
Make an evaluation phase
One of the main areas to address problems of staff is an evaluation period. Put in writing theProblem, we hope to see improvements, and the timetable for this. Connect with disciplinary action to take if things have not improved (and maintained) - up to a dismissal if not better.
Whatever you do, not only does it burn the employees of your automatic reaction to poor performance of the staff! You must work with staff to try to solve problems, and they feel that their work is only in danger, otherwise you are relyingopen to dispute. You can leave a lot of work, and easily move initially, but if they did, will cause the problem to worsen and possibly the spread of discontent from within the Office. Follow this procedure in the management of poor performance, and there is no reason that productivity should not leave the slight drop in!
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