One of the biggest mistakes I see from managers and organizations is how they address performance issues with employees.
They treat the performance issue as if it’s some flaw in the employee to be fixed. Or worse, like the employee has somehow decided to under-perform on purpose and deserves to be punished.
Performance improvement plans are the pinnacle of this error. They rarely improve performance, but often break the employee’s spirit.
It’s a heart breaking practice if you truly care about people. I can still remember how crushing it felt to watch an employee mentally give up right in front of me as they were presented with their PIP.
This cruelty to employees is completely unnecessary.
When someone is under-performing in their role, it’s rarely their fault. They aren’t broken. They don’t need to be fixed. They need support.
In this video, I break down how a manager should approach employee performance issues. And, I share how to diagnose the cause of the issue and address it in a way that leaves the employee feeling both respected and motivated to perform.
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