Guest post by Anne Bruce, Brenda Hampel, and Erika Lamont, authors of Solving Employee Performance Problems.
So many human resources professionals and line managers spend a great deal of their time addressing performance issues, often feeling that employees just don’t seem to “get it”!
It can be exhausting, frustrating and costly to have the same old performance conversations over and over again. Isn’t it time to change your approach and get better, more sustained results?
The key to success is to take ownership of your employees’ behaviors, master conversations about low performance, conduct productive follow-ups, and ultimately oversee:
- Greater engagement and ownership of work
- Higher levels of collaboration and productivity
- Increased loyalty and retention rates
- Gainful ROI for everyone who works for you
There’s a direct link between growth of your individual employees and your organization’s growth. If your managers are truly managing proactively and preactively, then their employee’s success is inevitable. It’s really the only way to make a positive difference in the life of your employees and have a positive influence on the future of your company if you determined to survive and thrive.
