Business Performance Problems

Discipline & Performance Problems

1. Never procrastinate with a performance problem. If you don't

address the issue when it arises, staff will question whether you

are doing anything at all.

2. When talking to an employee about a problem, phrase your

comments in terms of preventing the problem from recurring. Use

the inappropriate performance as a jumping off point, indicate why

it is problematic, and then quickly move on to preventing

re-occurence. This moves the focus from blame to

improvement.

3. Whenver possible, elicit the employee's suggestions about how

to prevent the problem from recurring. Put the responsibility

for suggesting solutions with the employee. When possible,

help the employee implement their solution.

4. Make it clear that your comments pertain to behaviour or

performance, and not the person. Restrict your comments to

particular instances of inappropriate performance and avoid

inferring cause (lazy, uncaring, incompetent).

5. Remember that to improve problem performance it is often

necessary to "drive out fear". Some think that putting the fear

of God into employees will spur them on to better performance.

Fear is more likely to reduce performance, loyalty and effort.

6. If you never recognize effective performance, and do not

praise those who perform well, you will not be effective in

dealing with problem performance.

7. Above all, remember that even the best of employees will

find a discussion about inappropriate performance to be

unpleasant. Some will take it personally, some will not. Be

prepared for some defensiveness, and do not rise to the bait.

Stay in control of yourself, and the situation.