What are you doing about poor performance?
What are you doing about poor performance?
There are all kinds of poor performance and we all have big judgments about how people should perform. But have you told the people who are not meeting their goals and performance expectations the truth?
We want to be nice to people. We don’t want to hurt their feelings. We don’t want them to react to tough conversations about performance. And then we allow them to “poorly” perform until the next time we get so frustrated with how they are doing with the expectations we have for them.
Job descriptions help to define the job, but they do not let the “performer” know where they are missing the boat on getting things done well; under budget; on time; with the team; with the client; within the organization…unless we tell them.
Improved performance requires some details share with the person NOT doing well: what is working; what is not working; what needs to change and what is next to improve. How you doing at holding people to the standards they need to meet in order to perform well?
Natalie R. Manor
Natalie R. Manor is a consultant, executive business coach, speaker, 5 time author and extraordinary facilitator. Her consulting firm, Natalie Manor & Associates NMA, has attracted global success seeking clients and organizations for 30+ years.
