Talk Through Problems With a Poor Performer
How teaching instead of terminating pays off in business
Companies tout their ability to come up with innovative products, services and ideas for customers, but managers are far less imaginative when it comes to handling employees not working up to par.
Often, the knee-jerk reaction to an underperformer is fast termination, immediately followed by an interminably slow recruitment and onboarding process. Not only does this chew up time and resources, but it can demoralize departments. Plus, if the problem wasn’t the employee but the system itself, the next hire will likely fall into the same pattern of mediocrity, exasperation, or burnout.
A better response to the issue of a lagging employee is to dig into the root of the problem. Plenty of factors and barriers can drive poor performance. Until managers seek out the true reasons for underwhelming deliverables, they’ll be doomed to repeat the experience.
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