The best way to address the performance issue of a long-serving employee is to talk straight, supportively. Bring to their attention certain instances where they failed to meet expectations and have them understand how these instances make a difference in the way the team and organization perform. Jointly try to find any root causes, after which time a specific, actionable plan of improvement should be clearly defined with measurable goals and timelines. Provide support and resources that might help them in such goals, and schedule regular follow-through meetings to discuss progress.

Primeiro, converse individualmente com o funcionário para entender suas perspectivas e desafios. Em seguida, estabele?a metas claras e alcan?áveis para melhorar o desempenho, oferecendo suporte e recursos. Forne?a feedback contínuo e construtivo, reconhecendo melhorias. Desenvolva um plano de a??o com etapas e prazos definidos. Por fim, considere oferecer treinamento adicional para ajudar no desenvolvimento de habilidades. Dessa forma, damos ao funcionário uma chance justa de recupera??o.

I would recommend to start by having an in-depth discussion with the given member of the team as to try to understand where the problem is focused, shall it be a lack of resources, difficulties to cooperate within the team, inner motivation, etc. Once it is clear it will be easier to establish a plan to revert the situation, which can be much different for each given case. It is also important to show respect to the seniority of a long-term member, always remember to show gratitude to the years dedicated to the project as a starting point for the conversation.

Addressing performance issues with long-term employees requires a blend of empathy and strategic action. Start by having an open conversation to understand any underlying challenges they may be facing—this builds trust and shows you care. Then, collaboratively set clear, achievable goals and provide the necessary resources or training to help them succeed. Remember, performance management is not just about correcting issues but also about fostering growth; after all, your success is my mission, and together, we can unlock their potential!

Addressing underperformance in a long-term employee requires a careful approach: -Have a Private Discussion: Provide specific feedback and understand their challenges. -Set Clear Goals: Develop a plan with achievable targets and offer necessary support. -Offer Training: Provide resources or mentoring to help them improve. In my experience as a life insurance manager, regular check-ins and constructive feedback are crucial. As Stephen R. Covey said, “Seek first to understand, then to be understood.”