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.
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.
Communicate expectations and recognize good work.
How we communicate matters. Modeling positive and respectful communication sets the example and expectation for how to communicate and interact in our organization. When leaders model the way and manage up people and their specific actions, we communicate our expectations, while recognizing good work.
Maximize Rounding in Your Organization
There isn’t a wrong way to conduct rounding – unless you are avoiding it all together. When we round, our goal is to build relationships with our stakeholders. It doesn’t matter if we approach rounding in a formal or informal fashion. Its true value is in the connection itself.