Get to great
Quality conversations are the cure for all performance headaches. Stock up now.
The third conversation with a low-performing team member who can’t see what’s wrong, or the talented person with bags of potential who’s happy coasting; these dilemmas and more are part and parcel of performance management.
While it’s never easy to motivate people who can’t see much further than next payday, the rewards for both of you are immense. Happier employees, boosted productivity and better results all begin with quality one-to-ones.
Get the conversation started in this Live action.
Example scenarios
You hired a Business Development Manager three months ago and since then have seen none of the entrepreneurial drive and determination they promised at the start. They claim their targets are unrealistic and there’s nothing they can do; you know that other people manage just fine. How can you make them take responsibility rather than make excuses?
One team member’s performance is seriously missing the mark, even though you’ve already spoken to them about it and their experience and qualifications suggest they’re up to the job. How can you get them to turn it around?
You’ve taken over from another manager and noticed their performance ratings were overly generous, meaning the team aren’t being stretched to their full potential. You know reducing a team member’s score will motivate them to work harder, but they’re certain to disagree.