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 | Employee Performance Discussions Ebook | |
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 | |  | | E-book Category: Business, Education, Psychology
E-book Title: Employee Performance Discussions
Author: Barry Zweibel
Book Description: What Makes Employee Performance Discussions Sooooooo Difficult?!
We've all been there.
There's this absolutely incredible employee who can make amazing things happen on an incredibly regular basis. She's great! He's wonderful! And you don't know how you could get by without his or her constant vigil, dedication, and ability to get-the-job-done, on-time, to scope, and within budget.
But there's a problem. The person is an interpersonal train wreck!
Or maybe, the person's a train wreck without all those great go-to characteristics!
Or even worse yet, maybe s/he is just capable enough to not get fired, but still requires such ridiculous amounts of time and effort from you that it's raising eyebrows of even your staunchest supporters.
This was not what you had in mind when you first got into management, now, was it?!
Yet this is what your job has turned into and you know you need to do something about it, and fast. If you're like most, you've probably tried a number of approaches. Let's see if I can guess some of them. Did you try:
Ignoring the problem in hopes it would go away?
Telling complainers that they should be as capable as your Problem Employee?
Having a serious 'sit down' only to find your words came out wrong or you got distracted from what you really wanted to say?
Having another serious 'sit down' only to find that the performance improvements that did result were short-lived?
Breathing a sigh of relief whenever the person called in sick or was out of the office for the day?
Uh-huh. I thought so! I bet, too, that things have probably gotten worse because now you have the additional stress of worrying that people think you are either: (a) blind to the transgressions occurring right under your nose, or (b) a totally incompetent supervisor.
Wouldn't it be nice if we could publicly tar and feather our problem employees?
Unless you work quickly - and capably - to resolve outstanding employee performance issues, you, the boss, are the one most likely to end up looking bad. After all, everyone else already knows about the Problem Employee. The only real question is if YOU do! And if you're trying to be discrete in your actions, NO ONE KNOWS that you even know there is a problem! Sheesh! At least with a public tar and feathering everyone would know that you do see the problem and that you are addressing it! Wouldn't it be nice if a supervisor could actually do this to an employee?! Alas.
More appropriately, though ...
Wouldn't it be nice if ... there was an easy way to know what to say to handle your employee performance problems swiftly, professionally, and effectively?
Wouldn't it be nice if ... there were some particular phrases or scripts you could use to really bring home the points you're trying to make to your direct reports?
Wouldn't it be nice if ... there was a way to handle performance issues without your boss or HR representative having to get involved?
Face it: Employee Performance Discussions
are Something that You, as a Manager,
Simply MUST Know How to Handle
You MUST know how to handle:
Employees who follow procedures, but do so in a passive/aggressive way
Employees who consistently make Errors of Omission
Employees who blame their poor performance on your unclear instructions
Employees who believe they can rest on their laurels whenever they'd like
Employees who fail to keep you updated in a timely manner
Employees who think that the impact of their mistakes is insignificant
And you must ALSO know how to handle:
Employees who try hard, but still fail to deliver
Employees who explain away repeated instances of poor performance
Employees who fail to follow-through on the commitments they make
Employees who revert to their old ways after only temporary improvements
More... | 
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| Reader Reviews for "Employee Performance Discussions" | | |
Reviewed by on 2006-11-10
excellent resource.
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