What do you do if performance issues persist despite feedback and hinder accountability?

If performance issues persist despite feedback, escalate the matter through appropriate channels in HR. Document instances of feedback provided and actions taken. Engage in a constructive dialogue with the employee to identify underlying causes and potential solutions. Offer additional support, training, or resources to address performance gaps. Clearly communicate expectations and consequences if improvements aren't made. Involve supervisors or managers to provide guidance and reinforce accountability. Consider implementing performance improvement plans with measurable goals and timelines. Ultimately, if performance issues continue to hinder accountability, HR may need to explore disciplinary actions or termination as a last resort.

What do you do if performance issues persist despite feedback and hinder accountability? If performance issues persist after feedback. Check if feedback provided was objective and relevant. Did the recipient agree? If they agreed and didn't apply then check if the right resources were provided to apply the feedback(helps to identify gap). If no provide. If yes then disciplinary action is required. If they didn't agree with the feedback then clarify and do the needful for objective and receptive feedback. #emiratesairlines #riyadhair #starair #learninganddevelopment

If performance issues persist despite feedback and hinder accountability, it's crucial to address the situation promptly and directly. Schedule a private meeting with the employee to discuss the ongoing concerns and clearly communicate expectations for improvement. Offer support and resources to help them address the root causes of their performance issues, such as additional training or mentoring. Reinforce the importance of accountability and the consequences of continued underperformance while remaining empathetic and supportive. If necessary, develop a performance improvement plan outlining specific goals and timelines for improvement.

If performance issues persist despite feedback, take a proactive approach. Conduct a thorough assessment to pinpoint root causes, such as lack of skills or motivation. Provide targeted training, coaching, or resources to address deficiencies. Set clear expectations and goals, offering ongoing support and feedback. If issues persist initiate constructive conversations to identify barriers and collaboratively develop solutions. Consider alternative roles or responsibilities that better align with strengths and interests. However if improvement remains elusive, address performance consequences with empathy and professionalism. Ultimately, prioritizing open communication and support fosters a culture of continuous improvement and accountability

We need to recognize that each individual has their own learning pace and areas for improvement. This is where personalized training comes into play, tailored to the specific needs of each employee. This may involve mentoring programs, specialized workshops, or even online learning resources. Furthermore, it's essential to foster an organizational culture that promotes mutual accountability. This means setting clear expectations, encouraging open communication, and providing ongoing support. When employees feel supported and valued, they are more likely to take ownership and pursue self-development.

If the performance problems persist and create some difficulties in ensuring accountability, I think it is necessary to react immediately. Analytics and other tools can be used to identify problems first. At the same time, meetings with employees and, if necessary, can be done in individual meetings. The key is to communicate expectations correctly. Employees can then be further supported with additional training and other training methods. An individual development plan can also be drawn up for the employee. This will help fill the accountability gap for both the employee and the employee.