Low solid performers are committed to the organization, but can also be easily influenced by negative, low performers. To best support a low solid performer, partner them with positive, high performers for skill development opportunities.
Related
-
Succession Planning
RETENTION & PROGRESSION Succession planning is the intentional practice of considering what’s needed for key leadership roles, who might...
-
Tell Your High Performers You Want Them to Stay
Retaining high-performers is absolutely key to the success of the organization. Top-performing employees drive the culture and achieve quality...
-
Win Vs. Loss
When we’re trying to accomplish really important goals, it’s easy to forget to celebrate progress. For one week, keep...
-
Concentrate on Your Strengths
Make a list of your strengths and weaknesses. Focus on your strengths and let leaders, mentors and others help...
-
Looking in the Mirror: Could I Be the Problem?
HOW COULD IT BE? There are times when we might be standing in our own way, or in the...
-
Stop and Celebrate
Some projects take years to complete, others are never complete due to consistent advances in technology. Take time to...
-
Develop Yourself to Develop Others
Choose a skill you need to develop further as a leader and set aside 30 minutes each day to...
-
Rolling Out Results Builds Trust
Rolling out results with employees is a powerful form of transparency that breeds trust among employees. When employees trust...
