Note that Employee’s Negative Behavior
Regular meetings with your employees give them and you the time together to discuss any issues that have arisen. But what do you do when your weekly meeting isn't changing the negative behavior of an employee?
Break away from your regular meeting and schedule a meeting specifically to discuss the behavior (such as low output, improper processes, etc.) that you want to change. You don't need to give your employee advance notice of what the meeting will be about just arrange for the employee to meet with you at a specific time.
Before you meet with the employee, make notes about what you want to discuss. Be specific. Give examples of exactly when and what has happened that needs to be corrected.
When you meet with the employee, take charge. Immediately tell your employee why you've asked them to meet with you. Give your examples of what they have been doing and what you want them to do instead. Don't just say, "Do better." Tell them exactly what "better" means and how it's demonstrated to you. Ask the employee if they need anything (such as more training or equipment) to be able to perform as you've requested. You'll want to make sure your employee understood what you asked, so end the meeting by asking your employee to tell you what you just discussed and what is expected of them.
After the meeting, write up your notes about the meeting. Include the date and time, who was involved, what issues were discussed, and what results were agreed upon. Hand-initial these notes and put them, along with your pre-meeting notes, in your file for that employee (hopefully, in a locked file cabinet).
Making notes about conversations with your employees are valuable for two reasons: (1) if problems continue, you have your notes to refer to, and (2) you can more accurately review an employee's performance over a long period for a performance review or promotion.
This is the 2nd of 7 articles in the Managing Employee Performance Series.
C.J. Westrick, SPHR has been involved in Human Resources management and consulting since 1990. C.J. is currently an HR consultant advising small businesses online at http://www.HRjungle.com, in addition to working one-on-one with clients. Her specialty is bringing HR to small companies that do not have or need a full-time HR person.
Without Effective Feedback Employees Will Continue To Perform Poorly
One of the biggest weaknesses of poor managers is the lack of willingness or ability to give timely, accurate and effective feedback to their employees. There are two types of feedback: positive - recognition and appreciation, and negative correcting or modifying behavior or discipline.
Most employees want to know how they are doing whether it i...
Giving Good Feedback
We can learn so much from our children. Ben, my 4-year old son, is learning to dress himself, and each morning my wife lays his clothes out for him. Its amazing what you learn when you stay home in the morning! With great ceremony, she sets each article of clothing on the floor. His shirt goes upside down, and with any luck, it ends up on his b...
What Makes Employee Incentives Work
Incentives are given to employees for 2 common reasons: to motivate employees and to ensure the salesforce's commitment to a new project of product. Either way, incentives work to increase the performance of employees and in turn, would increase the profit of the business.Incentives, however, do not automatically equate to higher profit for the com...
Open a Dollar Store - Empower Your Employees
A great deal of time and money is spent on locating, interviewing, hiring, and training employees when you open a dollar store. One of the ways to minimize the ongoing expense is to retain employees who are performing well. In addition to the savings associated with the staffing process, there is also a savings in the costs associated with trainin...
Open A Dollar Store - Tips on Effective Leadership
Many entrepreneurs who open a dollar store do not have previous management experience. Soon they discover that there are many unexpected challenges associated with hiring, training and supervising employees. One of the key steps that every entrepreneur needs to take in leading others is to establish an environment that is built on trust and respect...
Why Employees Dont Work to Full Capacity
Many workplace studies show that at least 25% of workers said they were capable of doing 50% more work. On average, they estimated they could do 26% more. Why dont they? About a third mentioned one or more of the following explanations:1. Not being involved in decision making.2. The lack of a reward for good performance.3. No opportunity for advanc...
Coaching Challenges
There is a difference between training and coaching. Training is teaching people what to do, when to do it, and how to do it. (Thats the next chapter.) Coaching is catching people doing it right or wrong and either guiding them to do it better or do it right. Coaching is a gradual modification of behavior by rewarding the behavior you want continue...