Happyfolks’ Post

During a conversation with an underachieving employee:- 1. Schedule a Private Meeting:- Choose a time and place where you can talk privately for at least 30 minutes, ensuring no interruptions. Give advance notice if necessary. 2. Maintain a Calm, Non-Judgmental Tone: Approach the conversation with a neutral tone to create a supportive atmosphere. 3. State Concerns and Discuss Solutions:- Clearly outline your concerns and invite the employee to suggest ways they can improve. This approach fosters ownership of the improvement process. 4. Set a Follow-Up Plan:- Give the employee time to make changes, and let them know you will check in on their progress. 5. Invite Their Perspective:- Ask for their thoughts, listen attentively, and respond empathetically if they provide valid reasons or highlight external challenges impacting performance. 6. Document the Conversation:- Have the employee sign a summary or improvement plan to confirm they understand the expectations, even if they disagree. This provides a record of the conversation and next steps. #EmployeeDevelopment #PerformanceImprovement #Leadership #TeamGrowth #ConstructiveFeedback #SupportiveLeadership.

71 percent of senior managers said that meetings are unproductive and inefficient. How can you make meetings count? https://lnkd.in/etrRVysv #leadership #management #facilitiesmanagement #buddleadership #howcanwehelp

➡️ Leaders and Managers - how do your people know what they should be doing? Is everyone clear on the requirements of their role? Is everyone delivering effectively against your expectations or are some not performing or behaving in the way you'd like them to? While job descriptions give the details of a role and its responsibilities, most people won't refer back to that once they've got the job. And JDs can be pretty generic so think about how people will know the specific requirements of their roles. Policies will help you to define expectations of attendance and flexible working arrangements, pay and benefits, mobile phone usage and GDPR requirements for instance but how do you define the requirements of each person's job role? You can define objectives in performance plans to: - give clarity on work expectations - recognise great work - support improvements If people's work expectations are not clearly defined, you might struggle to address performance and behaviour issues. If a team member can say "where does it say I need to do that?" you'll find it more difficult to address issues, secure improvements and monitor progress. Once performance plans are established, you can reiterate your expectations of people through conversations and meetings to ensure their understanding. In one-to-one meetings you can check in on the progress of specific objectives. In team meetings you can talk about policy updates. For instance, you might say "just a reminder that we've updated the flexible working policy recently, so please take the time to check in on that, particularly if you're looking to change your work pattern". If you'd like some help to define your expectations of your team, set up performance plans and develop policies, you can book a FREE 45-minute call with me to discuss ways to do that. You can book directly via Calendly - https://lnkd.in/eZXxyAdC - or get in touch by email at kw.innerstrength@outlook.com   #leadership #teamdevelopment #performanceplans #businessgrowth

When an Employee Isn’t Meeting Expectations Reviewing the performance of an employee who isn’t meeting expectations is high stakes for both sides. But these challenging moments can also offer opportunities to strengthen the manager-employee relationship. Here’s how to make it a constructive conversation.   Set the stage for collaboration. Start by defining what success looks like and ensure it’s a shared goal. Begin with: “Let’s have an open dialogue. My goal is to give clear feedback, get on the same page, and support your development.”   Reflect on the past. Encourage your direct report to assess their past performance by asking: “How do you feel you’ve met your goals? What’s working well and what isn’t? What would you like to improve on or do differently?”    Provide constructive feedback. Be clear and specific with examples. Gather insights from multiple stakeholders to ensure fairness. Approach with empathy, avoid judgment, and create space for them to share their perspective.   Offer positive reinforcement. Highlight their strengths and show belief in their ability to improve and achieve their goals. Emphasize growth and development over criticism.   Set an actionable path forward and reset expectations. Ask forward-looking questions like, “How would you handle a situation if…?” to foster a mindset geared toward future improvement. And clearly reset expectations. Ask: “What actions are needed to meet our new standards? How can I support you as we work toward these goals?” This tip is adapted from “How to Talk to an Employee Who Isn’t Meeting Expectations,” by Jenny Fernandez #humanresources #hr #employment #businesses #management #manage #leaders #ceo #boards #leadershipdevelopement #culture #work #leadership #businessleadership #executiveleadership #managementskills #leadershipskills #managementconsulting #leadershipcoaching #creative #strategicleadership #creativity #managers

How much time do you spend dealing with underperformance? I’ve found that most of the reasons we are engaged by new clients or contacted by existing clients is due to employee performance. What’s most interesting about it though is 99% of the time it’s about underperformance. The reason why that’s interesting is because my belief is you should be spending most of your time on retaining your high performers which would mean paying more attention to them. The trap is leaving those high performers to just keep performing while getting caught up and spending way too much time on underperformers. The key with underperformance is working towards a common good - plan to help them work towards improving their performance, or support them to find their next place of work. You can’t avoid it or delay. No one wins. Next week Mark Pope and I will be running a short webinar to provide some tools, tips and thought provoking concepts to help leaders be more effective in redirecting underperformance and ensuring top performers stay in the business. Would love to have you join us 👇 #performancematters #teambuilding #businesssuccess #effectiveleadership #pragmatico #peoplesquared #leadershipisapractice

The Performance Improvement Plan (PIP) is a tool that many of us have encountered, either directly or indirectly. While it’s meant to support growth and alignment, too often, it becomes a symbol of frustration, signaling the breakdown of trust between managers and employees. In my latest Medium article, I explore why PIPs frequently fall short of their intended purpose and how thoughtful, proactive leadership can provide better alternatives. Imagine a workplace where underperformance is addressed with empathy, real-time coaching, and collaborative problem-solving, rather than rigid processes. Key takeaways include: ✔️ Setting clear expectations from the start ✔️ Embracing regular, meaningful feedback ✔️ Shifting accountability to include systems and processes ✔️ Exploring alternatives like daily coaching and short-term goal-setting Underperformance doesn’t have to be a battle. It can be an opportunity to build trust, nurture growth, and strengthen team dynamics. 📖 Read the full article here: https://lnkd.in/g8tYB9xg #Leadership #PerformanceManagement #WorkplaceCulture #EmpathyInLeadership

Often times leaders are in a hurry and the easiest thing to do when asked a question is to just to answer the question. One of the roles of a leader is to develop those that he/she/they work with. Rather than just telling someone what to do when asked, respond by asking the individual what they think they should do and help the them gain knowledge and confidence, so the next time something like this arises, they will be able to handle the situation without you. Taking the time is worth it in the long run for both the individual and for you! #leadershipeffectiveness #selfaware #employeedevelopment #criticalthinking

Great Managers Make All the Difference! But What Makes Them Great? At Ability HR, we know strong leadership is key to a thriving workplace. But what are the qualities that define a truly exceptional manager? We want to hear from you! Share what you value most in a manager in the comments. Here are some qualities we often see on winning teams: - Clear Communication: Great managers keep their teams informed, set expectations, and provide constructive feedback. - Empathy & Trust Building: They foster a supportive environment where employees feel valued and heard. - Delegation & Empowerment: They trust their team's skills, delegate effectively, and provide opportunities for growth. - Motivation & Inspiration: They inspire their team to excel and help them reach their full potential. - Problem-Solving & Decision-Making: They possess strong analytical skills and can make sound decisions under pressure. - Adaptability & Flexibility: They can adjust to changing priorities and embrace new ideas. - Building a Dream Team Starts with Strong Leadership! Follow Ability HR for more insights on creating a positive and productive work environment! #GreatManagers #LeadershipDevelopment #HRConsulting #AbilityHR #EmployeeEngagement #PositiveWorkEnvironment #Teamwork #Motivation #EmployeeEmpowerment #WorkforceManagement #HRSolutions

Rachel Turner's post provides a clear, actionable formula for improving #management communication, summarized as "#Brave +#Kind + #Clean." Here's a breakdown of her key points: 1. Be Brave Give honest feedback, even when it’s difficult. Address both positive and negative #performance. Push past discomfort to ensure transparency. 2. Be Kind Don’t wait for mistakes to provide feedback; give it regularly. Praise good work specifically and genuinely. Show appreciation for your team's efforts. 3. Keep it Clean Use neutral, non-emotional language. Avoid blame and finger-pointing. Foster open, two-way conversations that encourage growth. Rachel’s message emphasizes that #feedback is essential for team growth and that without it, teams are essentially "driving blind." She encourages #HR and #managers to focus on one of the three elements—bravery, kindness, or cleanliness—in order to create a more effective management style. #HR #Performance #Managers #Leadership

Warning Signs of Poor Management: Is your company experiencing a lack of discipline, disrespect towards employees, or drama in the workplace? Recognize the warning signs: poor attitude, no value for money, and fake commitments. Consequences may include low morale, high turnover rates, and a toxic work culture. To pivot, lead by example, set clear expectations, and foster open communication. Remember, effective leadership inspires and motivates. Share your thoughts on effective management. #PoorManagement #LeadershipFailures #ToxicWorkplace #ProductivityHacks #EmployeeEngagement #EffectiveLeadership #ManagementTips #WorkCulture #SuccessStrategies