Set A Date

When my clients start working with me, most of them have at least one employee with a performance or behavioral issue, or both. They struggle to understand how to resolve the situation or terminate the employee.

The most important thing to do is:

Put a stake in the ground. Draw a line in the sand. Set a deadline... whatever words you want to use, the outcome is the same: Do not let employee issues continue indefinitely.

The number one hated responsibility of the majority of leaders is firing someone, yet if they are not performing or behaving well then they are holding your company back.

Part of the problem may be your leadership. If it is, I am happy to discuss how we can mold you into a better leader, contact me to talk about ways to improve. If not, then consider the approach I suggest in the Meeting Idea below.

MEETING IDEAS

Here is an idea for a one-on-one meeting with an employee whose performance or behavior is not meeting your standards:

1. Ask the employee how their performance or behavior relates to your company standards.

2. Confirm where they are performing or behaving well.

3. Explain how the performance or behavior is not meeting your standards.

4. Ask them if they can achieve the results or consistently demonstrate the behaviors you are seeking.

5. Remind them of good work they have done for you and/or professional behavior they have demonstrated.

6. Define specifically how to move ahead from this meeting: The results that must be achieved or behavior needs to improve. Do not be general. Be specific about the results or behaviors you want similar to the way you intentionally define Goals That Work or behaviors in the Expectations exercise we do (from Jud Boies, www.ThrivingWorkplaces.com).

7. Set a realistic deadline for improvement, with milestones for confirmation of incremental progress, and follow through.

Then follow-through as an intentional leader.