The counseling skills poor performance Staff

Summary

Sometimes, employee performance falls short of expectations. You decide, you need to "talk" of employees, their performance is not enough. 14 counseling skills will help.

1. This is about the performance behavior. You should be concerned about the behavior, only when the impact on performance.

2. Ensure that the employee is absolutely sure of two things

• You expect accurate performance

• How will the measured performance.

If there is the slightest doubt, strongly enhanced standard.

3. Clear objectives for our interview. Clear about employees, and then start again.

4. To avoid the question of "why"? Guess they produce, opinions and defense. If you want accurate information, put forward the problems began, "What?" "Who are you?" "Which one? "" When "and" how? '

5. "Challenged" rather than "condemn the practice. You want to find out what happened, and how to ensure it does not happen again. Criticism of individuals will not be able to achieve this.

6. Interpretation: Check the information that you receive and unchanged definitions. Remember, you do not want to win an argument. You want to get the information, you can do better employee performance.

7. Ask employees they believe, how they should handle the situation. You want to improve, not strengthen underperforming.

8. Avoid controversy. Did not you want to prove who is right and who is wrong. You want the concrete improvement of the performance, not a debate victory.

9. Encourage the employee's contribution. Not only do you want them to speak freely at any time. You want to improve their proposals, in order to ensure that a similar problem will not happen again.

10. Focus on the future. What is done. What will happen the next time something really important.

11. Strengthening positive performance. Make sure employees know that he or she is doing good, you want them to continue to do a good job.

12. Gains the agreement of the action to be taken. Clear that employees have any questions, you would expect the performance in the future.

13. Solicit their opinions, it is necessary for the improvement of the system to ensure that the error does not happen again. , Problems that may arise due to a bad system, rather than employees of error.

14. Avoid threats. Focus on future business performance and the contribution of the staff.

Other issues

Try them serious performance deficiencies. Do not want to repeat until you have to take remedial measures before a failure occurs. It is easier to correct than many mistakes cumulative effect of an error.

Resist the temptation, the the error terminated staff unless extremely detrimental to the business. It costs far less than the recovery performance from existing employees, rather than the termination of his or her alternatives.

But Leon ... you are a "soft"

You might think that I was a "soft" errors staff. I did not. I just want to make sure you give him or her every opportunity to improve. This is the most suitable for you.

If you just want to give them a rocket "to do so this is your choice., However, do not deceive yourself that the" rocket "will establish a long-term performance improvement.

Conclusion

When the time to take action worse performance, ensure that you do what. Self stumble won the parameters and playing mind games will not improve their performance.