Staffing Resource Center
We take great pride in providing solutions to all your staffing challenges. Our free Staffing Resource Center is just one more way that we help. Find articles and advice on topics such as controlling costs with strategic staffing, increasing efficiency, and driving team productivity.
By Sharlyn Lauby You've got an employee who isn't contributing their fair share. You know you need to address it. The rest of the team can tell this employee is a poor performer. If you don't do something, your credibility will suffer. But what do you say? The purpose of conversations like this isn't to punish the employee. It's to change their performance. That's why you don't want to delay the conversation. The longer you wait, the harder the conversation. Because the employee will think their behavior is acceptable since no one addressed it. Here's an outline you can use as you think about the conversation you want to have with the employee. None of us likes to have a negative performance conversation. I always try to remember the purpose -- it's to help an employee change their behavior. If the conversation stays focused on helping the employee be successful, then hopefully it never escalates to disciplinary action. Performance conversations can be a bit scary -- both for the person giving them and the person receiving the feedback. Take time to plan out your thoughts. Think of the different responses that could arise and how you would answer them. Preparation will make the conversation easier. About the author: Hi! I'm Sharlyn Lauby, an HR pro turned consultant. I created HR Bartender so people would have a friendly place to discuss workplace issues. And since, over the years, I've developed an appreciation for the culinary arts (translation: I'm a foodie) you'll see some of that here, too. So pull up a stool and order your favorite drink... the bar is always open.How to Have a Performance Conversation With an Employee