How can you constructively address employee performance issues?

As a former owner of a business and manager, I learned to approach everyone differently; there is NO box that you can fit managing humans in. To manage, is to lead by example and support through kindness and respect. I found over my years of working with many types of people that meeting people where they are at, and NOT where you want them to be, is the best place to start. And always manage your team in the language you'd want to be spoken to. I was managed by selfish people at times of employment and it was so un-motivating. Managing humans takes a great amount of compassion and openness and sadly so few people have this combination...but in my opinion it is a mandatory skill set to have a kick ass team. Be humble!

One thing I always find helpful is getting to know the people you work with. It may give you a different perspective of what may be affecting their work. Search for the facts

Addressing employee performance issues is a delicate task, pivotal for both individual growth and organizational success. 🌱📈 1️⃣ Open Dialogue: Initiate a candid conversation, ensuring a safe space for open feedback. 2️⃣ Fact-Based Approach: Use specific examples and data to pinpoint areas of concern. 3️⃣ Empathy First: Understand their perspective and any external factors affecting performance. 4️⃣ Joint Solutions: Collaborate on actionable steps for improvement. 5️⃣ Training & Resources: Offer tools or training that can aid their development. 6️⃣ Regular Check-ins: Monitor progress and provide consistent feedback. By focusing on growth and support, you can turn challenges into opportunities for development. 🚀🤝

Chaque problématique t ressenti étant différent, une approche individuelle est souvent indispensable. Je crois qu'il est toujours nécessaire de commencer par une reconnaissance des émotions, de l'empathie quand c'est possible, puis de l'écoute. La volonté dans ces moments là doit être d'apporter du soutien à la personne et non pas de lui indiquer ce que vous attendez d'elle. Le rendement ou la performance ne pourra aboutir que par le bien-être et la reconnaissance. Les solutions pourront ensuite être abordées à deux...

Engaging in a 1-on-1 open conversation about expectations and skills is crucial for both the employer and the employee, or for any two parties involved in a professional relationship

Effective communication is build on respect, not by a person's title or position in a company. In my experience a performance review for example that is carried out by a manager that is not respected by the individual it will fall on deaf ears. When a culture or values in a company are clearly articulated, those that embody them will always hold the most respect and influence in a company. Communication is clear and usually effortless, and tends to highlight those that pay lip service to what they say.

In my career, l have been on both sides of coaching opportunities and l believe that consistency is crucial. The way you provide feedback should be consistent with the way other information is provided - clearly directly, respectfully and in a timely manner. Personally, l have learned a lot from great bosses who have helped me grow. When your motivation is to help your team members overcome their obstacles and succeed, your communication needs to demonstrate that. Strong and direct are not synonymous with unkind. Think about the result you want to achieve and choose your words and timing to get there.

Face to face sessions would be preferred. Convey your message in a calm and objective manner which is in the best interests of both the team member and the rest of the team. It helps when rapport and trust had been built over time between the sports manager and team member prior to the session.

It is very important to give the employee a chance to speak. Legally speaking, this is what due process looks like. It also will hopefully build a positive rapport.

Write down exactly what you want to say. You don’t have to read it in front of them or give it to them, but it helps to keep you on track with what you want to say to have it written. It also helps to reduce the chances of you speaking emotionally, which is best in constructively coaching someone.

- Make each team member understand the bigger picture brings sense of ownership. - Create a positive environment amongst team members by providing feedback directly to the concerned person and avoid making any performance related comment in general forum. -Closed loop communication with each team member. - Collaboration is only possible if Leader is not feeling insecure at any point of time.

Collaboration is a key to gaining quality engagement. It's one reason why work groups succeed. But at the heart of the work group are the individuals who drive success and each of them must feel like an integral part of the process. It's especially challenging if an employee is not performing well and yet you need and want their involvement. Along with the process of setting SMART objectives, is the need to identify their role and its implications. When you can highlight their importance and what they mean to the project, there's a better chance of ownership being spread among the group. And the success of the group often lifts the success of those with performance issues.

The best leaders listen! Let them know what you’re seeing and ask them how they think you can find a solution to the issue as a team. Go into the conversation knowing how you want them to correct things, but allow them a chance to come to that solution on their own. And if they don’t offer the same one, hear them out anyway and offer your solution as another option! You might even learn something new this way!

I always set a goals with player. ( fe, If he can't score goal ). I will give him an easier objective which he will execute much easier. ( fe, You need to go make 10 sprints in the space behind the defensive line or in every cross You need to go to the far post ) Why? Because he will not be focused to the hardest goal (score goals) but instead he will have more focus to get Yourself in more situations of scoring goals. Result: player will be in more opportunities with more relaxed state of mind in goalscoring opportunities, which will bring him to scoring more goals. ( For more golden tips like that one message me in private :) )

Performance feedback is the wonderglue for employee engagement If provided constructively, objectively, synergistically and timely(COST approach) by HR and the immediate supervisor to the appraisee, it can do wonders not only for employee performance but also employee engagement. One stitch in time saves nine

The best feedback is their results. This one can't lie. Individual Video analysis specifically in sport performance but also in public speaking, meeting speaking and selling will do the best work. Why? They will see themselves in real situation and that is the only then it counts. Soo, they will see themselves in the batlle, and they will see themselves winning and losing a small battles. The winned one will encourage them and the lost one will give them material for improving. After that, they will be motivated for setting goals, practice and next game. :)

As someone with a big coaching background, this is the one area I feel we miss out on in the workplace. People need feedback. If you don't acknowledge your employees, then how do they know when they are doing well or they need to improve.

Schedule time to give them feedback regularly. This helps with keeping things moving the way you want them to but also in morale and helps you to gauge motivation.

Always be sure to keep an eye on what you’ve previously coached on. Offer praise when you see the course corrections happen and gentle reminders of what you previously discussed if they start to get off track again. Patience is key as well.

After all steps I presented in following chapters. The first thing how to evaluate is to give them bigger perspective about their potential performance, potential career and after career. The reason behind that is that all athlete or employee can do something great in bigger period of time. With bigger picture of their life and deeper meaning of it, You can unlock Great inner motivation or I love to call it "Great accumulator" which can embody greater type of spiritual energy and lead person to another level to make some great things for humanity.

I have always found that one on one communication works most effectively. Simply taking time out to encourage, teach, and critique any employee makes them feel important, and helps them to self-motivate. And it is vital to do all 3: encourage/praise, teach, and give constructive criticism. After praising the employee, raise the bar with criticism. Don't just criticize, give them a new goal to reach through self-improvement. Then teach the the basics of how to get there.