Don’t goad poor performance — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
  • LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Don’t goad poor performance

Get PDF file

by on
in Leaders & Managers,People Management

Have you ever gotten so tired of hearing someone complain about doing a particular task that you just stopped assigning it to him?

Or given a person who was hard to get along with assignments that required little coordination with others?

Or decided to give only easy assignments to an employee who did badly on a difficult task?

Without realizing it, you may have been giving these people an incentive to continue their poor performance. As a supervisor you must remove rewards for poor performance.

Instead, keep your workers focused on the reasons for doing good work. Make sure they know why their tasks need to be done, as well as how the organization profits from outstanding performance and suffers from poor performance.

Also, periodically remind em­­ploy­­ees what’s in it for them.

Don’t let them get into the rut of expecting nothing but a paycheck.

Employees should be aware that good performance makes a lot of positive things happen: recognition, choice assignments, learning opportunities and the possibility of future promotions and pay increases.

Leave a Comment

Previous post:

Next post: