By Casey Hawley
201 how one can flip Any worker right into a famous person Performer hands managers with the options they should care for the entire diversity of worker difficulties - together with tardiness, low-quality paintings, consistent complaining, and masses extra. advisor Casey Hawley's special approach to group of workers difficulties replaces harsh self-discipline with optimistic, goal-oriented strategies that flip failing staff into workforce avid gamers. this easy advisor provides managers the instruments and coaching to: * establish difficulties earlier than they develop into severe * increase the artwork of positive suggestions * take care of shielding reactions from staff * comprehend which difficulties have to be controlled and which of them do not * discover the reason for an issue and support an worker speak about it * Foster dialogue in crew clash occasions • Create objectives for worker development * stick with up on worker growth
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GOALS ARE NOT AN ANNUAL EVENT Goals should not be looked upon as an event, but rather as an ongoing process. After goals have been collaboratively set and mutually agreed upon, they should be referred to and discussed routinely as part of the workday. Great performance is usually achieved when the goals are uppermost on the performer’s mind every day. It is the manager’s responsibility to ensure that no employee ever gets close to annual review time and remembers his or her goals for the first time since last year.
Solutions and interventions—the good news The good news is that great employees can stay great and even get better if they are managed with insight and wisdom. There are five major areas of vulnerability that are endemic among great employees. Fortunately, managers have great interventions for each of the five major problems— all of them explored in this chapter. 46 201 WAYS TO TURN ANY EMPLOYEE INTO A STAR PERFORMER GREAT EMPLOYEE PROBLEM 1: BURNOUT When you are always the best, can always be depended upon, and always have the capability to do more complex tasks, you will be called on more than others.
Start with an appreciation of a contribution that the employee makes to the team. • Be sure to clearly state that the goal of the meeting is to work out a strategy together that will prevent this from becoming a more serious problem. • Objectively and positively, state the impact that the performance problem has on coworkers, customers, quality assurance, productivity, and anything else that may be affected. • Cite dates and times of incidences of the problem. Be sure to have an accurate record of these before setting up a meeting.
201 Ways to Turn Any Employee into a Star Performer by Casey Hawley