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Performance Appraisals
Ever wonder why some employees strive to do their best while others lack motivation and are just there to receive a paycheque? This is a challenge all companies face and there are solutions, but correcting poor performance requires effort by both employees and management. There are many reasons why employees don't reach their potential.....read the complete article to learn more...

Other correcting poor performance Related Articles

The Complacency of Excellence
The challenges faced with both excellence and poor performance can be approached with the same tools.

Ten Strategic Actions To Improve Sales Staff Productivity
How effective is your sales staff? Are they a high performance team, a mediocre performance team or a woefully “underachieving” and blatantly poor performance team? If you have mediocre, underachieving or poor sales people, what are you doing to change that? If your sales staff is not effective, not performing to its potential and is in need of improved performance, Your Strategic Thinking Business Coach offers ten (10) strategic actions to take to change that.

12 Principles of Leadership Mastery
Surveys have shown that poor leadership is the leading cause of low employee morale. Correcting poor leadership should be on the top of every executive’s agenda for improvement. Many leadership mistakes can be corrected if managers and executives understand and apply a few simple yet powerful principles. A principle-centred approach is premised on the idea that leadership can be systematically taught and learned. The following list of principles represents a distillation of leadership expertise. Following it is one of the quickest and surest ways to achieve leadership mastery.
Why most managers aren’t up for the job
If you’re a business owner, try answering this question: What does it mean when your company is experiencing lots of turnover, a sharp drop in performance or revenues, people calling in sick all the time, and a general sense of malaise and crankiness? Although you may attribute these problems to the employees themselves, or a few bad apples among them, the reality is that all of these symptoms indicate serious trouble at the top. Without the right kind of leadership, individual business units and the company as a whole will suffer. But the blame cannot be placed entirely on the manager. Poor managerial performance is often a result of a poor selection process. I call it bad jobs happening to good people. Well, it’s not so much that the job itself is bad, but that it is the wrong one for that particular person.

Master Your Game: High Performance Teams Self-Assessment
Last month, I talked about the difference between groups and teams. (See September newsletter.) I also discussed the many benefits of teams. For another important reason for improving your teams, look no further than the bottom line. When a team does not perform its task, the opportunity costs are great. Poor team results, missed deadlines, members not committed to the outcome, stress and frustration, unproductive hours - these are some consequences of poor-performing teams. How much are these worth to you? The good news is, with professional coaching, it is possible to convert your groups into teams. Furthermore, you can boost your team's level of performance from good to great. High performance teams mean mutual commitment that leads to innovative outcomes and measurable positive results.
IF BAD HIRES SQUEAKED
March 2009 might seem like a rather odd time to write an article on hiring when so many companies are not. Determining the need to improve upon one's hiring process, and making the changes, is something that can be done right now. Marginal performers presently employed got there somehow. They weren't good hires that suddenly changed after their start date. Poor performance can be traced back to incorrect assessments and the ill-fated decision to hire. Typically companies address poor performance post-hire with employee counseling and discipline stopping short of fixing the real problem - how they got hired. This article will help you improve your hiring effectiveness.

A Small Hole Can Sink A Big Ship - The Poor Performer and Other Like Obstacles
Of all the non-actions likely to negatively impact on a team’s morale, it seems none is quite so damning as a failure to respond promptly to a team member’s poor performance. Research consistently contends that business leaders lose most kudos when poor performance is left unattended and poor performers are able to continue their inappropriate behaviour without repercussion. Whilst many leaders may opt to avoid the situation of a poor performer and choose instead to alienate them in the hope they will leave of their own accord, the disharmony created through such a strategy is frequently so great that it infiltrates into other facets of the business.
Candid Conversations: How to Drive the Political Correctness “Elephant” Out of Your Workplace
Individuals who are faced with difficult issues frequently choose to ignore them entirely or discuss them only indirectly. While most people would concur that issues such as disagreements over a course of action or poor performance should be addressed clearly and directly, the reality is that many are not comfortable doing so. It's so much easier at those moments to revert to the "politically correct" indirect methods that are the norm in many organizations. The failure to honestly and directly confront poor performance or unwise courses of action, for example, becomes the proverbial elephant in the living room – or in this case, the workplace.
Performance Appraisals
Ever wonder why some employees strive to do their best while others lack motivation and are just there to receive a paycheque? This is a challenge all companies face and there are solutions, but correcting poor performance requires effort by both employees and management. There are many reasons why employees don't reach their potential.....read the complete article to learn more...

Control Your Own Destiny
Twenty years ago I came across a story (I don't know who wrote it) that illustrates the deadly power of the Victimitis Virus (the poor-little-helpless-me syndrome). Whenever I catch myself pointing "out there" to explain my poor performance, I pull out this story and read it again. I have since used it with many groups to make the same point.
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