• Busy? We walk you through the complete process of managing performance, from goal setting to addressing performance problems and discipline issues. Contains ALL our help cards, and here's a sneak peak: Walk the path WITH employees.
• Well, we do. Here's a low cost mini-guide FOR EMPLOYEES so they can be active participants in a truly collaborative performance review.
• Well, you can't, so this short LearnByte guides explains how to identify barriers to employee performance, in order to clear them away. Diagnosing is the key to productivity improvement.
• Ok. Now you can have a reusable checklist so you don't miss any of the critical steps needed to succeed with your employee reviews.
• Save huge amounts of time and frustration during performance review meetings, by having set proper goals and objectives for the employee. Isn't that your job? To make sure employees know what they need to accomplish?
• If you think performance management = performance appraisal, you NEED this badly.
• ...and how damaging to your employees. We'll walk you through the entire process of dealing with performance problems with one goal: To FIX them, and improve productivity. And we ask for less than 20 minutes of your time.
• Prefer Kindle? Many of our quick read helpcards and also our books on performance management and reviews and how to make them work, are available via Amazon on the KINDLE. Click here to go direct.
• It's 2013, not 1945 and it's time to lose the industrial mindset and use management tools for THIS century. Here's ten steps to improvement.

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Quick Tips

Discipline & Performance Problems by Robert Bacal

Summary: Grappling with employee discipline and performance problem issues? Here are seven short tips on how to manage employee discipline, and to prevent discipline and performance issues from getting out of control.

1. Never procrastinate with a performance problem. If you don't address the issue when it arises, staff will question whether you are doing anything at all.

2. When talking to an employee about a problem, phrase your comments in terms of preventing the problem from recurring. Use the inappropriate performance as a jumping off point, indicate why it is problematic, and then quickly move on to preventing re-occurence. This moves the focus from blame to improvement.

3. Whenver possible, elicit the employee's suggestions about how to prevent the problem from recurring. Put the responsibility for suggesting solutions with the employee. When possible, help the employee implement their solution.

4. Make it clear that your comments pertain to behaviour or performance, and not the person. Restrict your comments to particular instances of inappropriate performance and avoid inferring cause (lazy, uncaring, incompetent).

5. Remember that to improve problem performance it is often necessary to "drive out fear". Some think that putting the fear of God into employees will spur them on to better performance. Fear is more likely to reduce performance, loyalty and effort.

6. If you never recognize effective performance, and do not praise those who perform well, you will not be effective in dealing with problem performance.

7. Above all, remember that even the best of employees will find a discussion about inappropriate performance to be unpleasant. Some will take it personally, some will not. Be prepared for some defensiveness, and do not rise to the bait. Stay in control of yourself, and the situation.