It's time for a change
Approaching a conversation with a low performer is probably not your favorite task. However, ignoring bad behavior or performance will negatively impact others in the organization. Address the situation quickly and effectively using this guide to keep the rest of your team focused on achieving results.
Have a conversation with a low solid performer
The goal for low solid performance is to support movement to the next level. In this video, the supervisor is committed to the employees success, provides clear notes about performance observations, and plans specific activities to develop skills.
The difference between a low solid and high solid performance conversation
The structure for a low solid performance conversation differs slightly from that of a high solid. In this coaching clip, KK Owen outlines each type and provides a visual of the conversation differences.
High performers want conversation.
Re-recruitment of high performers requires intentional and thoughtful dialogue. Melissa Matarazzo leads a re-recruitment conversation with a high-performing employee, JoAnn Sternke. The conversation begins with gratitude and progresses to defining opportunities for advanced contributions.
What do I say to my top performers?
A re-recruitment conversation is one of the easiest ways to retain a high-performing employee. The High Performer Re-recruitment Conversation Template guides leaders through the structure for this dialogue. During the conversation, this tool reminds you to tell them specific ways their contributions are valued.