Ihr Star-Mitarbeiter hat Schwierigkeiten, die Erwartungen zu erfüllen. Wie können Sie ihre Leistung umkehren?

Inicie uma conversa franca para entender o que está atrapalhando o desempenho do seu funcionário estrela. Pergunte algo como: "Percebi que você está enfrentando algumas dificuldades. Podemos conversar sobre o que está acontecendo?" Isso mostra que você está interessado em ajudar e não em culpar.

During Initial Assessment i would suggest to identify the drop in performance and gather specific examples of under performance

1. Initiate Open Conversations: Create a safe space for honest discussions. Ask questions to identify if issues are personal, resource-related, or due to unclear expectations. 2. Show Empathy: Listen actively and express understanding. Reassure them of your support and prioritize their well-being. 3. Collaborate on Solutions: Involve the employee in creating a plan to address their challenges. Ensure they have the necessary tools and support.

"Acelere o Sucesso do Seu Time: Como Estabelecer Metas INTELIGENTES Pode Transformar a Performance!" No meu ponto de vista, estabelecer metas claras é essencial para orientar o desenvolvimento de cada membro da equipe. No dia a dia, podemos aplicar isso colaborando com cada funcionário para definir objetivos específicos e mensuráveis que se alinhem com suas habilidades e metas organizacionais. Que tal começar com uma sessão de brainstorming para estabelecer metas INTELIGENTES juntos? Isso não só aumenta o engajamento, mas também garante que todos estejam alinhados e motivados para alcançar resultados significativos.

It's about being proactive rather than reactive staying ahead of industry trends, and continuously evolving. And it's not just about keeping pace it's about setting the pace. But how do we cultivate this mindset within our teams. Start by setting clear, achievable goals. Collaborate with your star employees to establish objectives that align with their strengths and your organization's needs. Make these goals SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This clarity provides direction and a sense of purpose, motivating your team and giving them targets to aim for. Regular check-ins are crucial. They keep everyone engaged and accountable, allowing for timely feedback and adjustments.

This might be obvious this one, but it must be the first for me since we see so many no well-described goals: 1. Use SMART Criteria: Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound. 2. Provide Clarity and Direction: Clear goals offer a sense of purpose (why?) and motivation. Give your team clear targets to aim for. 3. Regular Check-Ins: Monitor progress through consistent feedback. Keep the team engaged and accountable.

Provide Support by adjusting workload if necessary and offer additional resources such as consider temporary role adjustments.

Se o funcionário estiver sobrecarregado, considere ajustar sua carga de trabalho para gerenciar melhor o estresse. Diga algo como: "Percebi que você está com muitas tarefas. Vamos redistribuir algumas para aliviar sua carga." Isso ajuda a evitar burnout e permite que ele se concentre em melhorar seu desempenho.

Balance Support and Accountability by offering help and guidance to show emphasise on employee's responsibility for improvement

This is why it is essential to have regular check-ins, so you can track the deviations - now when identified: 1. Assess Current Circumstances: - Understand the challenges your employee is facing. 2. Realistic Achievement: - Adjusting expectations ensures goals are attainable, preventing feelings of overwhelm. 3. Collaborate on New Expectations: - Work with your team to set achievable goals. - By setting achievable targets, employees can experience consistent success, which builds momentum and encourages further improvement. 4. Stronger Relationship: - Collaborating on setting and adjusting expectations fosters trust and open communication between you and your team, strengthening your working relationship.