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News June 28, 2022

How can you talk to an employee about poor performance?

Having tough conversations with employees about poor performance can be uncomfortable. But when you have an employee who is not meeting expectations, it is important to address the issue before it gets out of control.

Following are some tips from uschamber.com to help you talk to employees about poor performance.

  • Don’t delay the discussion. This can falsely communicate the employee can get away with doing the bare minimum. However, the employee might be unaware you are dissatisfied and shocked when you confront him or her. Write down everything you want to say and document or record the conversation. Provide the employee with a copy of the documents so expectations are clear. Some leaders create an employee performance improvement plan, which includes detailed information about what is expected from the employee going forward, including specific goals and proposed solutions.
  • Provide specific examples of poor performance. This will communicate to the employee exactly where improvement is needed and help you cover your bases as the employer.
  • Don’t accuse or attack. Allow it to be a conversation rather than a lecture. Voice your concerns and allow time for your employee to respond. He or she may be experiencing burnout or struggling with a personal issue. Listen, be empathetic and work together to create a plan for a solution moving forward.
  • Use the correct language. Be supportive but do not put the blame on yourself to make the conversation easier. Stay open-minded and allow room for your employee to express his or her concerns and needs. You may want to use phrases such as: “How can we help you succeed?” “Do you have any feedback for us?” “Do you feel you are set up for success at work?” You may want to avoid phrases such as: “This is probably just as much our fault as yours.” “We feel you are too [emotional, rigid, anxious, etc.]” “You always [do this.]”
  • Offer solutions and be open to suggestions. Approach these conversations with a mindset focused on a solution. Be prepared with proposed solutions that are mutually beneficial, but also ask the employee what he or she believes is needed to improve the situation. Be willing to listen and provide support.
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