No manager enjoys having “the talk” with employees. But ignoring an employee’swon’t make the problem go away; it’ll only make things worse.
If your managers take a head-in-the-sand approach to employees’ job failings, they’re not alone. According to a recent survey, only 31% of U.S. workers agree with the statement, “My manager confronts poor performance.”
And organizations that tolerate poor performance will drive away top performers who are unhappy working in such an environment.
The solution: Encourage managers to approach workers in a fair, problem-solving manner. By confronting poor performers in a tactful way, they’ll find that one of two things happen: Employees will either improve or move.
Tell managers they can improve the odds for positive change by following these six rules of:
1. Be specific
If an employee has been consistently late, specify the number of times or amount of t...(register to read more)
- Shelter yourself from gathering storm of ERISA claims
- Harassment alert! Negligent hiring/supervision law applies
- If supervisors harass, keep your defense alive with quick action
- Without 'ultimate employment action,' it's hard to make discrimination claims stick
- Employment law by the numbers: Know which laws count