Para avaliar a baixa performance temos que entender o cenário. 1. Como está o emocional deste colaborador e qual o seu momento ? Somente ele apresenta baixa produtividade e resultado ? 2. Os demais departamentos vem atuando com equidade e atenção às demandas dele e dos demais ? Existe gap em algum apoio a este colaborador ? 3. Qual área ou local este colaborador atende ? Existe alguma particularidade regional ? Climática, social ou econômica que justificam a baixa performance. E assim, reunir estas informações e com este diagnóstico efetuar um ponto de situação, co- construindo a estratégia para reverter a baixa performance. Neste plano definir os indicadores e prazos para acompanhar.

To address underperformance in retail sales, have a private conversation with the employee. Start by expressing your concern and clearly outline the specific areas where improvement is needed. Listen actively to their perspective, as there might be underlying reasons for their performance. Offer specific guidance, training, or additional resources to help them succeed. Set clear expectations and a timeline for improvement, providing regular feedback and encouragement along the way. If the situation persists, consider more formal steps like performance improvement plans or disciplinary actions, but always approach the situation with empathy and a focus on finding solutions.

Recognize that there is a problem. Conduct a meeting and ask questions to establish what causes the employee to underperform. Reiterate job expectations. Manage employee expectations and work to achieve one goal that includes all their plans and work to achieve it Develop an action plan together.

To address an underperforming retail sales employee: 1. **Identify Issues**: Review their performance metrics and gather feedback. 2. **Provide Clear Feedback**: Offer specific, constructive advice. 3. **Set Goals**: Establish realistic, measurable targets and a timeline. 4. **Offer Support**: Provide training, resources, and mentorship. 5. **Monitor Progress**: Regular check-ins to track improvements. 6. **Address Root Causes**: Consider personal or environmental factors. 7. **Implement Consequences**: Document everything and follow a progressive discipline policy if needed. Balance accountability with support to foster improvement.