A. Have you spoken with the employee about his spotty track record of compliance? When you do, arm yourself with facts. Say, “Over the last three months, I’ve assigned eight projects to you. You performed four of them very well. But the other four were neglected to the point where I had to have others pick up the slack.” Then ask in a curious, non-accusatory voice, “What’s going on?” By sticking to specific, verifiable incidents, you make it easier for the employee to address his performance without lapsing into defensiveness or making excuses. Your goal is to uncover cause-effect relationships to determine why in certain situations the individual comes through while in other cases he doesn’t. Don’t try to guess the answers or diagnose what you think is going on; instead, let him guide you by listening to him review his recent performance.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/26175/encouraging-consistency "