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You're facing performance issues with a team member. How can you address them without demotivating?

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When you notice a team member's performance is slipping, it can be a delicate situation to handle. Your approach needs to be both firm and supportive to avoid demotivating the individual. Remember, your goal is to help them improve, not to make them feel worse. Addressing performance issues requires careful communication, understanding the root causes, and working together to find solutions. It's crucial to maintain a positive atmosphere where feedback is constructive and growth is encouraged.

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Bego?a Pabon Cuadrado

Impulso a Empresarios y Directivos para Ser los Líderes que sus Equipos necesitan desde el Liderazgo Ejecutivo y de…
Juliana Souto

Gerente Regional de Vendas || Líder em Estratégia Comercial e Desenvolvimento de Equipes || Especialista em Varejo e…

1 Identify Issues

To effectively address performance issues, start by identifying specific areas where the team member is struggling. Engage in a private, non-confrontational conversation to discuss their recent work. Be precise about which aspects are below expectations and provide clear examples. This approach helps to avoid generalizations that can be demotivating and instead focuses on actionable feedback. Understanding the 'why' behind the performance dip is just as important as recognizing the 'what'. This can lead to insights into potential external factors affecting their work.

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Bego?a Pabon Cuadrado

Impulso a Empresarios y Directivos para Ser los Líderes que sus Equipos necesitan desde el Liderazgo Ejecutivo y de Servicio. ???ACELERO TUS RESULTADOS.MentorCoach Estrategico.Trainer Soft Skills y Equipos.Speaker.
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Nada hay que provoque mas conflictos que las generalizaciones y las suposiciones. Hacemos nuestro trabajo bien como líderes cuando hemos recopilado la información al respecto de ese "bajo rendimiento" de forma concreta y lo mas objetiva posible (hechos). Desde ahí hacemos una exposición al miembro del equipo de esos hechos, dejando tambien clara cual es la intención de esa conversación para mantener la calma durante la misma. Cuando hemos obtenido consenso sobre los hechos podemos avanzar y entonces conocer el punto de vista y la perspectiva del otro porque en muchas ocasiones vamos a sorprendernos de cuan diferente es respecto de lo que nos hemos imaginado. Solo cuando el "problema" está bien definido y comprendido podemos avanzar

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Juliana Souto

Gerente Regional de Vendas || Líder em Estratégia Comercial e Desenvolvimento de Equipes || Especialista em Varejo e Servi?os Financeiros no Nordeste || Mentora
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O ideal é chamar o colaborador para uma conversa e come?ar perguntando como está a vida do mesmo fora da empresa. é extremamente importante entender o que se passa em sua vida fora do trabalho. Depois dessa sondagem, pode-se mostrar o seu desempenho e escuta-lo para juntos montar um plano de a??o e revers?o dos números.

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Orlando Dirau

Human Resources Director and Administration.
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First of all, it is necessary to consult the worker, he may have a personal problem or a problem of varios Kindle that is influencing this low performance, when all alternatives have been exhausted, change his area or sector of work. Finally, undergo several specific training sessions.

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Merve K. Hokamp

Executive & Business Coach | INSEAD MBA | Former Google Leader | Strategy Consultant & Business Advisor | ?? Top Coach Ireland 2024 | ?? Empowering Leaders to Thrive | Grounded Leadership, No Fluff
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Understand where this is coming from. Is it a SKILL issue or is it a WILL issue? If skill, train, coach, mentor, expose. If will, dig deeper, are they demotivated because they are overqualified? Are they demotivated because this is not the role for them? Are they demotivated because they don't get along with team members? Once it's clear where the underperformance is stemming from, collaborate with the employee to think of ways to fix, improve, grow.

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2 Open Dialogue

Creating an open dialogue is essential for a productive discussion about performance. Encourage your team member to share their perspective on the situation. Listen actively and empathetically to their responses, which can reveal if there are any obstacles they're facing that you're unaware of. This two-way communication ensures they feel heard and valued, rather than just criticized. It's a chance to understand their challenges and work together on a strategy for improvement.

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Bego?a Pabon Cuadrado

Impulso a Empresarios y Directivos para Ser los Líderes que sus Equipos necesitan desde el Liderazgo Ejecutivo y de Servicio. ???ACELERO TUS RESULTADOS.MentorCoach Estrategico.Trainer Soft Skills y Equipos.Speaker.
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La conversación lo es todo y es la que va a marcar el resultado. Necesitamos comunicarnos efectivamente y desde la asertividad...es decir: * desde el respeto mutuo de ambas partes * logrando que el otro entienda lo que queremos transmitir * practicando una escucha 100% presente y sin juicios * dando espacio al otro para expresarse desde la apertura a otras miradas posibles. * sin manipular las respuestas * y siendo maestros en el arte de preguntar. ?Todo un desafio!

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3 Set Goals

After identifying the issues and understanding the team member's perspective, collaboratively set realistic and measurable goals for improvement. These should be specific, time-bound, and achievable, giving the team member a clear path to success. Setting goals not only provides structure but also a sense of direction and purpose. It's important for the team member to feel a sense of ownership over their improvement plan, which can boost their motivation and commitment to change.

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Bego?a Pabon Cuadrado

Impulso a Empresarios y Directivos para Ser los Líderes que sus Equipos necesitan desde el Liderazgo Ejecutivo y de Servicio. ???ACELERO TUS RESULTADOS.MentorCoach Estrategico.Trainer Soft Skills y Equipos.Speaker.
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Cuando hemos logrado el entendimiento de lo que está sucediendo es cuando podemos y debemos entrar a generar opciones de acción. Deja que sea el otro quien piense, que te ofrezca posibilidades para desde ahi, juntos, valorar la mas eficiente o la mas accesible y posible para ambos. Solo asi estaremos asegurando un mayor compromiso. Vuelve a poner sobre la mesa el para qué de ese nuevo proceder y asegurarte de que es un para qué donde ambos ganáis. Desarrolla un plan de acción especifico... con fechas y con métodos simples de entender. Por ejemplo: que sigues haciendo, que dejas de hacer y que empiezas a hacer. Y cuando. Y por supuesto establece un plan de seguimiento y apoyo si es necesario.

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4 Provide Resources

Offering the right resources can empower your team member to improve their performance. Whether it's additional training, mentoring, or access to certain tools, make sure they have what they need to succeed. This support demonstrates your investment in their growth and can help alleviate any feelings of helplessness or frustration. By equipping them with the necessary resources, you're giving them the best chance to turn their performance around.

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5 Monitor Progress

Regularly monitor the team member's progress towards the goals you've set together. Schedule follow-up meetings to discuss their advancements and any ongoing challenges. This consistent oversight shows your commitment to their development and keeps the lines of communication open. If they're making progress, acknowledge it. Positive reinforcement can be a powerful motivator. If they're still struggling, work together to adjust the strategy as needed.

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Rhona Wilkins MCIPD

HR Leadership Coach - I support HR leaders to get their voices heard, increase their strategic impact and gain well deserved recognition at the leadership table.
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It’s equally important to make the employee comfortable with the process of monitoring. Make sure they are also playing to their strengths as well as focusing on the development area/s which will help keep their confidence and motivation high! Always provide balanced constructive feedback on where they are strong and where there is still room for improvement.

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6 Offer Encouragement

Throughout the process, offer encouragement and positive reinforcement. Recognize improvements, no matter how small, and show appreciation for their efforts. A supportive environment can make a significant difference in a team member's motivation and confidence. Your belief in their ability to improve can inspire them to reach their potential and can strengthen their loyalty to the team and organization.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You're facing performance issues with a team member. How can you address them without demotivating?

1

2

3

4

5

6

7

1 Identify Issues

2 Open Dialogue

3 Set Goals

4 Provide Resources

5 Monitor Progress

6 Offer Encouragement

7 Here’s what else to consider

People Management

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You're facing performance issues with a team member. How can you address them without demotivating?

1

2

3

4

5

6

7

1 Identify Issues

2 Open Dialogue

3 Set Goals

4 Provide Resources

5 Monitor Progress

6 Offer Encouragement

7 Here’s what else to consider

People Management

给文章评分

感谢您的反馈

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