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Will You Add? - Employee Discipline and Performance Problems - Quicktips For Managers
Some people are just so afraid to deal with wholesale consumer electronics supplier from China online. I have to admit that I was doubtful as well the first time I came across my supplier. Issues like product reliability, quality, customer se
6. If yo
Biotechnology refers to technological applications that employ living organisms and biological systems extensively in the field of medicine, food science and agriculture. Biotechnology is successfully applied to produce organic products as we
2. When talking to an employee about a problem, phrase your comments in terms of preventing the problem from recurring. Use the inappropriate performance as a jumping off point, indicate why it is problematic, and then quickly move on to preventing re-occurence. This moves the focus from blame to improvement.
3. Whenver possible, elicit the employee's suggestions about how to prevent the problem from recurring. Put the responsibility for suggesting solutions with the employee. When possible, help the employee implement their solution.
4. Make it clear that your comments pertain to behaviour or performance, and not the person. Restrict your comments to particular instances of inappropriate performance and avoid inferring cause (lazy, uncaring, incompetent).
5. Remember that to improve problem performance it is often necessary to "drive out fear". Some think that putting the fear of God into employees will spur them on to better performance. Fear is more likely to reduce performance, loyalty and effort.
6. If you
If you are in management it behooves you to learn about finite capacity scheduling models and how you can increase your output in your production cycles. Efficiency is indeed the name of the game when it comes to output and low costs. I there
3. Whenver possible, elicit the employee's suggestions about how to prevent the problem from recurring. Put the responsibility for suggesting solutions with the employee. When possible, help the employee implement their solution.
4. Make it clear that your comments pertain to behaviour or performance, and not the person. Restrict your comments to particular instances of inappropriate performance and avoid inferring cause (lazy, uncaring, incompetent).
5. Remember that to improve problem performance it is often necessary to "drive out fear". Some think that putting the fear of God into employees will spur them on to better performance. Fear is more likely to reduce performance, loyalty and effort.
6. If yo
I have written a lot about how fast, easy and safely you can make a bundle of money via buying manufacturing businesses. But one question that sometimes comes up -- and it's a good one -- is how do you deal with manufacturing businesses that
4. Make it clear that your comments pertain to behaviour or performance, and not the person. Restrict your comments to particular instances of inappropriate performance and avoid inferring cause (lazy, uncaring, incompetent).
5. Remember that to improve problem performance it is often necessary to "drive out fear". Some think that putting the fear of God into employees will spur them on to better performance. Fear is more likely to reduce performance, loyalty and effort.
6. If yo
I had traveled last week and wanted to share one of my experiences with you. I had completed a series of seminars on Business Writing and finished in Oakland, Ca. That happens to be near where my brother lives and I took the opportunity to vi
5. Remember that to improve problem performance it is often necessary to "drive out fear". Some think that putting the fear of God into employees will spur them on to better performance. Fear is more likely to reduce performance, loyalty and effort.
6. If yo
The largest companies in world can demonstrate the best promotion strategies which are worth learning and following if one wishes to get success in the world trade and production. Two of such big companies which success could be defined as th
6. If you never recognize effective performance, and do not praise those who perform well, you will not be effective in dealing with problem performance.
7. Above all, remember that even the best of employees will find a discussion about inappropriate performance to be unpleasant. Some will take it personally, some will not. Be prepared for some defensiveness, and do not rise to the bait. Stay in control of yourself, and the situation.
(c) 2005, Robert Bacal, Bacal & Associates. You are welcome to "reprint" this article online as long as it remains complete and unaltered (including the "about the author" info at the end) all links are made live, and this copyright notice and indication of authorship are included.
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