When addressing mediocre performance with a low or low solid performer, it’s critical to recognize whether the individual is unwilling to change or is requiring additional skills to change. Prepare for a conversation with the individual based on specific examples of their performance or behavior.
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Consult a Lawyer
During a crisis it is essential for leaders to consult with a lawyer before releasing information. Once a lawyer...
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Offer Freedom within the Fences
The most successful organizations are those that offer employees “freedom within fences.” The standards and expectations are collaboratively set,...
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Breaking Down Goals
Put your goals into bite-size pieces that are attainable in 90 days. A 90-day plan is the roadmap to...
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Take Pride in Your Work
Execute your responsibilities to the best of your ability. Your work is a reflection of your personal accountability. Identify...
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Decision-Making Confidence
Decision-Making Ins and Outs Types of Decisions Our brains make 35,000 decisions a day (Krockow, 2018). Most decisions can be classified as...
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Develop a Peer Interviewing Team
When team members are included in the hiring of new employees, they take ownership of recruiting and retaining new...
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Track Your Actions
At the end of each day track your actions on a four-column table. In the first column, list your...
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Gather Feedback to Grow
To facilitate a system of development consider implementing 360 Feedback opportunities on a regular basis at your organization. Based...
