Discipline firmly, but don’t overdo it — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
If you’re going to level with an employee about poor performance, let the worker help define the consequences. Example: Ask, “What do you think is a fair consequence if you fall below our standards again?” While you don’t need to agree blindly with the answer, this collaborative approach increases the odds of employee buy-in.
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