Discipline & Performance Problems
2. When talking to an employee about a problem, phrase your
comments in terms of preventing the problem from recurring. Use
the inappropriate performance as a jumping off point, indicate why
it is problematic, and then quickly move on to preventing
re-occurence. This moves the focus from blame to
improvement.
3. Whenver possible, elicit the employee's suggestions about how
to prevent the problem from recurring. Put the responsibility
for suggesting solutions with the employee. When possible,
help the employee implement their solution.
4. Make it clear that your comments pertain to behaviour or
performance, and not the person. Restrict your comments to
particular instances of inappropriate performance and avoid
inferring cause (lazy, uncaring, incompetent).
5. Remember that to improve problem performance it is often
necessary to "drive out fear". Some think that putting the fear
of God into employees will spur them on to better performance.
Fear is more likely to reduce performance, loyalty and effort.
6. If you never recognize effective performance, and do not
praise those who perform well, you will not be effective in
dealing with problem performance.
7. Above all, remember that even the best of employees will
find a discussion about inappropriate performance to be
unpleasant. Some will take it personally, some will not. Be
prepared for some defensiveness, and do not rise to the bait.
Stay in control of yourself, and the situation.
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