Low Performer Conversation in Action Meeting With Sub-Par Performers Dr. Robin Largue and Dr. JoAnn Sternke engage in an example performance conversation focused on improving sub-par performance.
Low Solid Performance Conversation 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. SUBSCRIPTION REQUIRED
High Performer Performance Conversation 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. SUBSCRIPTION REQUIRED
Low Performer Conversation 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.
Low Solid Performer Support I've got this solid employee, but... Low solid performers need direction and support to improve. This group of employees do not know what they do not know. Leaders help these individuals develop skills necessary for success.
High Solid Performer Support Development Wanted These aren't your high performers, but they could be. Are you supporting high solid performers with the right professional development?
Re-recruit High Performers Do your high performers know they are valued? Fifty percent of high performers say they expect at least a monthly sit down with their managers, but only 53% say their manager delivers on their feedback expectations. High performers want feedback. They want dialogue with you as their leader.
Feedback that Inspires Positively Improve Performance Think about the last time you received constructive criticism. Did it actually prompt you to change your behavior? Maybe not. Yet we know learning new skills and improving performance is something our peers and direct reports desire. The key is to reshape your feedback conversations to focus on achieving a positive outcome together.
