How to handle an underperforming employee

As leaders, we´ve all been faced with employees that do not perform as expected. However, before confronting the issue, it´s very important for you to determine the real reason your team member is not performing well.

Generally, an employee does not perform as you would expect due to lack of ability, training and/or coaching, leadership or willingness. Three of these causes are actually within your control, as a leader. Ask yourself the following questions to identify the cause of the issue, and then determine the right solution for it.

Ability   
1. Is this the right fit for this associate? (Solution: Consider other position)
Train or coach                    
2. Have you observed the associate perform the job well in the past? (Solution: Train or coach)
3. Has the associate received training and on-the-job coaching to do the job successfully? (Solution: Train or coach)
4. Are my expectations crystal clear? (How do I know?) (Solution: Train or coach)
5. Does the associate understand why it´s important to do the job right? (Solution: Train or coach)
6. Does the associate have the tools to do the job successfully? (Solution: Provide tools/train)
Leadership
7. Does the associate know how they´re doing; have I followed up on progress (Solution: Communicate)
8. Do I regularly recognize positive performance for this associate when appropriate (Solution: Communicate)
9. Do I show this associate that I care, and that their opinions count? (Solution: Communicate)
10. Do I hold all associates accountable equally so that everyone is committed to qualify work? (Solution: Communicate)

If you answered NO to any of the questions, you have not set the employee up for succeed. Implement the suggested solution to develop the skill in the employee, then re-evaluate for willingness.

If you answered YES to all these questions, you have done everything you can to engage the associate and know you are likely dealing with a willingness issue. Shift the responsibility for the solution to the employee through counseling.

Your Life Is Your Choice

Are you living the life you want? Or do you feel like someone or something else is in control?

It´s not uncommon for people to feel like there´s no way to change a current life situation. You need to remember though, that whatever happens in your life – good or bad – doesn’t come by way of luck, lack of luck, fate, karma or sins of your ancestors. What happens in your life is up to you and the choices you choose to make. And it’s those very choices that will either work in harmony with the natural laws of the universe or will act dysfunctionally against these very same laws.

Your life is your choice. And you have within you the tools to make of it it, whatever it is that you want. Don´t wait another day for your life to change by something or someone from the outside – you´ve got the power to change it from the inside.

 

Are you struggling in your life? You don´t need to anymore. There´s a way to further simplify and excel your life. Get in touch with us here for an initial dialogue about how our successful 12-steps process can help you succeed too!

1-Minute Playbook: Don´t Spread Already Contained Conflicts

meeting-106591_1920As a leader it´s natural to desire a swift end to any current conflict in or between your team members or departments, while at the same time take the opportunity in question to share your expectations with your employees. However, this can easily – and often does – backfire.

When conflicts are localized to one or two individuals or departments, as a leader you need to avoid expanding them to the organization as a whole. If you hold a staff-wide meeting to admonish everyone about your expectations in terms of their behavior, the very common but unintended result is actually an increase in gossip and rumor as well as the taking of sides based on personal loyalties and sympathies. And that´s definitely not a good outcome for you or your organization. In other words, unless it’s something that directly applies to everyone, don’t involve them.

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1-Minute Playbook: How To Create a Healthy Leadership

When your employees are experiencing that they work in a healthy work environment, and theyteam building feel good, their sick leave decreases and their creativity intensifies.

But that´s not all, your employees´ loyalty to your organization as well as their solidarity towards each other increases. Naturally, all of this means that your organization´s productivity climbs. So how do you create a healthy work environment? It´s easier than you might think – you simply:

  • Set clearly defined goals and communicate these in a understandable way
  • Encourage your employees
  • Give your employees the opportunity to control their work situation and to grow, professionally and personally
  • Inform, inform and inform
  • Get your employees “onboard” by having them participate in and take ownership of decisions
  • Lead by example
  • Be aware of potential negative issues and act swiftly if problems arise

Are you struggling in your leadership? You don´t need to anymore. There´s a way to further excel your leadership – and simplify your life. Get in touch with us here for an initial dialogue about how our successful 12-steps process can help you succeed too!

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True Team Building

team buildingTeam building is much more than just recreational activities.

The purpose with teambuilding is to create a team spirit – a “we”-feeling – where your group works towards the same purpose and goals, and where all your team members work in harmony with each other.

However, improved relationships are only part of effective team performance. Find out more about true team building here: True Team Building

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1-Minute Playbook: What Does Your Body Language Say?

woman-801872_1280Our body language plays a key role in our communication. What you do – your body language – is equally as important as what you say. If not even more so.

If you want people to speak up, don’t multitask when they talk to you. Focus on the one who´s speaking by turning your head and torso to face them directly and make eye contact. Leaning forward, nodding, and tilting your head are other nonverbal cues to show that you are paying attention. It’s important to hear people. It’s just as important to make sure that they know you are listening.

Unconsciously imitating someones body language, is a nonverbal way of saying that they agree with or like you. When you mirror other people with intent, it can be an important part of building rapport and nurturing feelings of mutuality. Mirroring starts by observing a person’s facial and body gestures and then subtly letting your body take on similar expressions and postures. By doing that, you will make the other person feel understood and accepted.

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1-Minute Playbook: How To Kick-Start Your Day Effectively

running-498257_1280Are you having difficulties to get started with your day? Here is something you can integrate into your routines that will make a big difference.

It is called the Power Hour and it is very simple! Simply list three things that you need to accomplish or complete TODAY and set a timer for 60 minutes.

Then turn off your phone and email and focus 100% on those three priorities, giving them all equal attention. It doesn’t really matter if you complete them or not (unless you are on a deadline of course), it´s the fact that you have made huge amounts of progress with each one.

The feeling of accomplishment that you will get is great. And on top of that, your day might suddenly seem so much brighter.

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1-Minute Playbook: How To Create Great Goals

Goals StrategyHow do you make your dreams come true? You´re absolutely right, you must first have a goal-setting strategy!

Setting your life- or leadership goals is one of the most empowering, life-changing and inspirational thing you can do. Learn how to master this process as we let you know the basics needed to create great goals.

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Improve Your Time Management Skills – Own Your Schedule

own your scheduleSchedule management is a key process in time management. While tasks are pertinent to an individual, meetings and appointments involve other people. This is why punctuality is valued—punctuality proves that one is reliable, responsible and values other peoples’ time.

Appointments go through four phases—creation, maintenance, encounter, and follow-up. Creation is based not only on availability, that is, whether we are available at a specific point in time, but also on relevance and convenience. Maintenance includes deleting the appointment (no longer relevant) and changing aspects of the appointment (who, where, and when). As an appointment is an agreement to come together, it must be treated as a contract and respected as such. Meetings also must be maintained as appropriate.

While appointments are run according to the whim of the more powerful party in the gathering, meetings must be run according to an agenda, that is, a list of items to be discussed at the meeting. The agenda also determines who should be invited based on relevance and who can contribute to the discussion about the items on the agenda.

The agenda should also be used as a guideline for the invitees to use to accept or reject the invitation. The items on the agenda must be introduced, discussed, resolved, or assigned to individuals for resolution. When assigned, there must be a definite time limit set so to ensure that the task gets completed.

Meeting minutes are used to record the proceedings of meetings. They are used to keep track of attendees, agenda, resolution, or assignment and deadlines. Meeting minutes can be quickly created by the use of a template.

The topic on schedule management has many concepts to explore and discuss further with your team:

  • The first point is the value of punctuality. It is important to recognize how valuable time is to other people. It is one thing to waste one’s own time; wasting other people’s time indicates a callous and selfish attitude.
  • The second point is the distinction between appointments and meetings. While this may feel like semantics, it is important to create a common set of terms in order to have common processes and expectation. Appointments and meetings share common attributes and differ in composition, purpose, and the way in which they are managed.
  • The third concept is the use of paper or electronic schedule management tools. Meetings and appointments must be tracked on some kind of calendar management tool in order to find available time and to avoid clashes, that is, to avoid scheduling two events at the same time.
  • The fourth concept is the management of appointments. The four phases—creation, maintenance, encounter, and follow-up—are a useful breakdown to control appointments.
  • The last concept is the management of meetings. For this, we usually have two tools, agendas, and meeting minutes. However, they can be combined into a single tool if that´s more useful.

Think about how your meetings have been run in the past? What can you and your team do to manage your meetings better?

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1-Minute Playbook: How To Manage Your Time Wisely, part II

Keep track on your timeHow do you manage your daily tasks for maximum effectiveness and efficiency? Here are some easy-to-implement tips that will allow you to create a realistic daily task list.

  • Avoid the usual time wasters – these are the normal obstacles to productivity and efficiency.
  • Ensure efficiency through organization and preparedness. By bringing together the right people and necessary materials to the right place – and by acquiring required information – the action will flow better.
  • Manage unexpected problems by solving the immediate problem and buying time to find the best solution.
  • Avoid or management interruptions. Interruptions are inevitable but their impact does not have to be inevitable.
  • Improve productivity by deliberately taking time away from the task at hand. As counterintuitive as this may seem, this is a very powerful technique to avoid brain fatigue.
  • Measure how well you manage time by helping to identify areas in which you are doing well and areas in which you need to improve. Tracking these areas over time can show how you are improving—or not improving—your time management skills.

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