You're facing resistance from an employee. How can you address performance concerns effectively?

Have them spend a few days on LinkedIn reading about the misery job seekers are going through, many for 6+ months. Problem solved!

I believe fostering open dialogue is equally important. This two-way communication allows for unbiased perspectives and course correction if initial observations are inaccurate. For example, a smooth project might not reflect a lack of effort but rather strong execution by a team. Conversely, difficult projects don't necessarily indicate poor performance; external factors can contribute to the challenges. By prioritizing open dialogue and active listening, organizations can create a more collaborative and productive work environment.

Understand the reasons for resistance, these could be biases or previous experiences or even stem from personal apprehensions and issues at hand for the individual. Engage in dialogue (one may not be enough) in an effort to build trust. Show the bigger picture, take actions to establish your commitment in their success, lend a helping hand, understand the need for upskilling or additional resources. Revisit the goals to establish an improvement plan. Commit yourself to the plan and the goals as well. These will help in addressing performance issues, actions are important here.

Set expectations at the very beginning with clear responsibilities. Regular connect (bi-weekly/monthly) only to discuss around performance is always helpful. Explain company goals but also focus on career aspirations of the associate. Give associate the comfort to be able to discuss issues openly. Everyone is not at same level in communicating. Try to assess and communicate accordingly. As a people manager, this helps not just with performance issues but also in motivating associates.

Before approaching an employee about performance issues, it's crucial to ensure that your assessment is fair, unbiased, and based on objective criteria. By taking these steps, we demonstrate a commitment to fairness, transparency, and professionalism in addressing performance issues with employees. This approach not only promotes a positive work environment but also supports the employee's growth and development towards achieving organizational goals.

The key to ensuring open and honest dialogue is keeping it clear, regular and consistent. Nobody likes performance issues to be sprung on them, and having regular check-ins about work, life and general wellbeing can help identify and resolve issues before they even become a difficult conversation. Build trust in your teams by being an open communicator - they will repay this by coming to you with problems early.

I would never want critical feedback to be sprung on me without an opportunity to prepare. I ensure the person knows what we'll discuss and what my goals are. A productive conversation should go both ways, and it's my responsibility as the leader to set the tone that supports the employee's psychological safety while engaging in conflict.

Open dialogue is the bridge that transforms misunderstandings into mutual understanding, and challenges into opportunities for growth. Approach with empathy, listen with intent, and create a space where voices are heard and respected."

Establishing an open dialogue is essential when addressing performance concerns with a resistant employee. Create a safe and non-judgmental space where they feel comfortable sharing their thoughts and concerns. Encourage active listening and empathy, showing that you value their perspective. Use open-ended questions to explore underlying issues and collaboratively identify solutions. This approach not only addresses performance concerns but also strengthens the trust and communication between you and the employee, fostering a more positive and productive work environment.

By fostering dialogue and empathy, you can create an environment where individuals feel heard, understood, and motivated to take action. Here are some strategies for effectively engaging with your employee: 1. Respond to comments and messages 2. Prompt discussion 3. Organize Q&A sessions 4. show empathy and understanding

When setting expectations, emphasize the importance of process goals—those goals that an individual controls 100%. These goals focus on specific actions and behaviors, providing a clear pathway to improvement. Once process goals are established, outline performance goals that track progress and skill development. Finally, set outcome goals to define the desired results. This layered approach ensures that employees have control over their growth and understand how their efforts lead to overall success, fostering motivation and accountability.

In addition to setting SMART goals, consider asking your employee about their previous experience with corrective feedback. For some people, this will be a very activating and destabilizing conversation, no matter how good of a job you think you're doing. Other employees are able to role with the feedback without taking it personally. Our workplaces are full of all sorts of people who bring both positive and negative experiences with feedback.

Setting clear expectations is a critical step in addressing performance concerns with an employee. Begin by outlining the specific goals and standards required for their role, ensuring these expectations are measurable, attainable, relevant, and time-bound (SMART). Clearly communicate what successful performance looks like and the behaviors or outcomes that are necessary to achieve this success.

In determining expectations, we must be able to clearly state the goals, plans, and projects that a person must do in a certain period of time. We must also specify behavioral expectations. Then give the employee a chance to express that he has the necessary capabilities to achieve the goals? If the answer is no, it means that we either made a mistake in the hiring process or if we were satisfied with the person's performance the previous times, he needs motivation. Of course, all performance management outputs can always be the input of the development program.

Addressing performance concerns effectively with a resistant employee involves setting clear expectations. Outline the required performance standards, how they will be measured, and the consequences of not meeting them. Provide specific examples of where they are falling short. Once expectations are set, maintain regular check-ins to provide feedback and assess progress. Offer support and resources to help them improve. Setting clear expectations and providing consistent feedback can help the employee understand where they need to improve and work towards meeting the performance standards.

Ensure these check-ins are two-way conversations where employees feel comfortable sharing feedback and suggestions. This open dialogue can lead to valuable insights and foster collaboration. Providing constructive feedback and recognizing efforts can boost morale and motivation. If challenges persist, consider offering additional training or resources to help the employee succeed. Remember, the goal is to support their growth and development while aligning their progress with the team's objectives.

Employee support is an important part of creating a thriving work environment and driving organizational success. When employees feel valued, heard and empowered, they’re more engaged, productive and loyal. Key strategies to support employees in the workplace Build a positive workplace culture. Implement effective communication channels. Encourage professional development and growth. Offer flexible work arrangements. Invest in the employee experience.

Addressing performance concerns effectively with a resistant employee involves providing support. After clearly communicating the performance issues and expectations, offer resources and guidance to help them improve. This could involve additional training, mentorship, or tools necessary for their tasks. Regularly check in on their progress and provide constructive feedback. By providing support, you show that the company values their contributions and is invested in their success. This can motivate the employee to improve their performance, leading to better productivity and job satisfaction.

Recentemente em uma de minhas equipes fiz uma sessão de escuta ativa com objetivo de ouvir quais eram os pontos negativos da empresa. Fiquei surpreso como alguns estavam muito insatisfeitos a muito tempo e se sentido desvalorizados e não reconhecidos pela empresa. Eu compilei um resumo de todas as reclamações, sem identificar qual era a equipe e funcionários (garantindo a segurança psicológica deles) e o board da empresa ficou surpesa. De imediato fizemos uma ação de reconhecimento, adotamos uma politica de segurança psicológica e não retaliação para estimular mais conversas honestas como essas. Nitidamente o clima nessa equipe melhorou absurdamente pois eles queriam somente um gesto de reconhecimento da empresa.

Regardless of size and industry, any organization can only be as efficient as its employees. Your workforce is the fundamental unit crucial for achieving strategic goals. In this effort, you must monitor staff performance to ensure employees are not facing any difficulty at the workplace. Another advantage of tracking employee performance is that you can proactively take steps to help them learn on the job, improving their skills and efficiency.

Você não pode gerenciar o que não consegue medir. Por isso importante adotar métricas SMART, sistemas de controle e registro para que seja possível medir, de forma científica, o progresso de cada funcionário

Openly noticing and naming what's happening can be a helpful strategy. "I notice some tension in this conversation. Can you help me understand what I'm missing? How might you address this situation?" Sometimes, when I notice a conversation is falling apart, I will suggest we take a break and return to the conversation at a later date. It's important to notice what's going on, and adjust your approach appropriately. If you keep doing the same failing strategy, you will not get a better outcome.

É crucial mitigar a resistência à mudança e suas causas para tomar medidas eficazes. Bernardo (2008) identifica seis tipos comuns de resistência: ativa, retraimento pessoal, passiva, indiferença, resignação passiva e cooperação voluntária. Na resistência ativa, o funcionário provoca erros intencionalmente, configurando sabotagem, o que é fácil de identificar, mas difícil de gerenciar. No retraimento pessoal, a resistência é menos visível, manifestando-se na diminuição do ritmo de trabalho e produtividade, podendo ser confundida com falta de capacidade ou dificuldade de aprendizado. O papel do gestor é crucial para minimizar a resistência. Ele deve identificar o tipo de resistência e promover ações eficazes para cada uma.

Understand the Root Cause, Involve the Employee in the Process, Offer Training and Development, Recognize and Reward Progress, Build Trust and Rapport, Seek Feedback, Provide Clear and Constructive Feedback, Set Short-Term Goals, Encourage Peer Support, Review Job Fit, Use a Performance Improvement Plan (PIP), Provide Mental Health Resources and Involve HR if Necessary. By combining these strategies with those you already mentioned, you can create a comprehensive approach to address performance concerns effectively while fostering a supportive and productive work environment.

When addressing performance concerns with a resistant employee, it's crucial to remain empathetic and specific. Begin by expressing appreciation for their past contributions, then clearly outline the performance issues with concrete examples. For instance, "I've noticed a decline in your project completion rates, such as the recent delays with the XYZ project." Collaborate on a plan for improvement, offering support and resources. Regular check-ins can help ensure progress and demonstrate your commitment to their success.