From the course: Management Tips
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Managing poor performance
From the course: Management Tips
Managing poor performance
If everyone preformed great all the time, there wouldn't be much need for leaders. In reality of course there are plenty of performance problems you have to address. Most professionals don't enjoy this aspect of leadership, but the best leaders never back away from the hard aspects of the job. Having said that, you're busy and you cant intervene to fix and coach people all the time. I want you to get the most bang for your intervention buck. Think through the following two questions and they'll help you make the right call. First, is the behavior in question best described as a pattern or a one-time event? Unless the one-time incident represents a very large problem, you want to look for a patter of performance deviations before intervening. Next, is the area of performance in question truly important or of minor importance? Sometimes, you might be bothered when someone doesn't do something exactly the way you like it to be done. Fair enough. But try to resist intervening until the…
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Managing millennials2m 18s
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Managing a multigenerational workforce2m 53s
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Managing poor performance2m 45s
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Delivering employee feedback2m 53s
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Making work fun2m 43s
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Building trust2m 32s
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Empowering through BHAGs3m 7s
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Building transparency into your work culture1m 53s
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Getting serious about autonomy2m 51s
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Managing technical talent2m 57s
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Building a better meeting2m 41s
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Questioning competency models3m 17s
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Rethinking productivity2m 59s
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How to make meetings more effective3m 3s
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Schedule time in the trenches2m 47s
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Progress not perfection3m 8s
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When to walk away from a project2m 58s
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Signs of a toxic workplace2m 58s
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Classic opportunities for fun3m 4s
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