Dealing with a challenging high-performing employee in HR. How do you effectively manage their attitude?
High-performing employees can be an asset, but when they pose challenges, it's vital to manage their attitude effectively. Here are strategies to maintain balance:
- Address issues directly. Have candid conversations about behavior and its impact on the team.
- Set clear expectations. Reinforce company values and the importance of teamwork.
- Provide constructive feedback. Offer guidance on how to channel their drive positively.
How do you handle high performers with difficult attitudes? Share your strategies.
Dealing with a challenging high-performing employee in HR. How do you effectively manage their attitude?
High-performing employees can be an asset, but when they pose challenges, it's vital to manage their attitude effectively. Here are strategies to maintain balance:
- Address issues directly. Have candid conversations about behavior and its impact on the team.
- Set clear expectations. Reinforce company values and the importance of teamwork.
- Provide constructive feedback. Offer guidance on how to channel their drive positively.
How do you handle high performers with difficult attitudes? Share your strategies.
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Un empleado altamente productivo comenzó a llegar tarde constantemente, lo que generó retrasos en equipos que dependían de él. Esto escaló en un efecto dominó de incumplimientos y tensiones entre áreas. Para abordar este problema, decidimos actuar de manera estratégica. La solución comenzo con confrontar el problema de manera directo y transparente. Iniciamos con una conversación sincera para abordar cómo su impuntualidad no solo afecta su propio desempe?o, sino que está impactando negativamente al equipo. La idea era construir confianza y reforzar que todos están interconectados. El éxito colectivo depende del compromiso de cada uno. La responsabilidad tambien es del lider quien implemento mecanismos claros para alinear expectativas.
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Addressing attitude issues in high performers requires a balanced approach. Begin with a private, empathetic conversation to understand their perspective and underlying concerns. Provide constructive feedback that highlights the impact of their behavior on the team while appreciating their contributions. Set clear expectations for professional conduct and collaboratively develop a plan for improvement. Offer coaching or mentoring to channel their energy positively. By combining recognition with accountability, you can foster both their growth and a healthier team dynamic.