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The value of hard work and persistence
How to stay focused on long-term goals
How to learn from failures and setbacks
Underperformance is frustrating, time-consuming, and demoralizing. Knowing how to turn around problematic behavior, letting go, and/or facing issues head-on is a skill.
Outlined here key points how to approach these situations
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MORE IDEAS ON THIS
Underperformance rarely resolve by themselves. More often, managers ignore the problem and resort to transferring the person somewhere or letting him stay put without doing anything. They only get more and more irritable and frustrated and push the person uncomfortable. If this problem arises, ta...
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When you decide to coach the underperformer:
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Once you've gathered the details, explain to the underperformer exactly what you're observing, describe how the team's work is affected, and make it clear that you want to help. Ask questions like, How do we get out of this? How do we improve? It's important to engage the person in brainstorming ...
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When you decide to coach the underperformer:
3. Respect Confidentiality - while also letting others know you're working on the underperformance problem, make sure to keep the specific details confidential.
4. Praise and reward positive changes - make clear that you...
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You can't coach someone who doesn't agree that they need help. In the initial conversation- and throughout the intervention- the employee must acknowledge the problem. If they're not open to change, you have to make a decision whether you can live with the issue and at what cost. But if you see w...
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Conduct a 360 review but do it carefully and confidentially. Your frustrations may be clouding your judgement where all you can see are the mistakes they are making. Make an honest effort to see what you're missing and look for evidence that proves your assumptions wrong.
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Be objective and consider if the person is poor fit for the job, lacking the necessary skills, or misunderstood the expectations. Consider also that you might be contributing to the negative situation. Don't just focus on the underperformer, think about what changes you can make as well.
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DO
Don't
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CURATED FROM
IDEAS CURATED BY
Underperformers in the team will always exist, having a growth mindset means being able to communicate and give appropriate actions that is both useful to the team's goals and the individual.
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Other curated ideas on this topic:
When you do a bad job, your ego will tell you it’s not your fault and blame anything and anyone but you. Do a great job and it’ll say you deserve every single ounce of credit, giving you a lot more than you probably deserve. Instead of letting these get to your head, you can use them as i...
Running an existing business is an all-consuming job: managing employees, vendors, and government regulations. It's hard to find time to really study the market for new trends, and listen to customers. The right approach is to allocate time, maybe an hour a day, for these critical change drivers....
From a young age, we learn that not everyone is on our side, and not all situations are going to go our way.
Over time, we build walls around our hearts to protect ourselves from these hurts.
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