Employees generally want to do a good job and they usually do. Some employees, however, do not have performance that meets required standards. Being a manager means that you must face people problems. Problems with performance must be faced early because ignoring those problems does not make them go away.At the outset of performance deterioration, start documenting when a trend has begun. Isolated occurrences can be set aside. But, ignoring a pattern of poor performance sends a negative message to others, that poor performance can be ignored for some individuals. In addition, it tends to get worse with time. Taking action is not damaging to morale; it improves it. Constructive counseling given early and regularly not only leads to improvements but also eliminates more formal actions that can become unpleasant. The key word is early, early communication, early feedback, and if necessary, early termination after a probationary period. Investing time early is always time well spent.At this juncture, if the employee is inherited to you or if you are new to the department, a study of his background qualifications [education, training, and experience] and the related job description is timely. Is there a match or is this a misplaced individual?… Read full this story
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