How to communicate with underperforming employees, and how to communicate with underperforming emplo

In this case, the manager should guide these employees back on the right track:1Explain the situation:

Commend her for her positive efforts, but point out that her performance is still not up to par and you are prepared to help her improve.

Give the employee a chance to explain his or her problem. There may be legitimate reasons for an employee's poor performance, such as a lack of time, resources, or training. Of course, there may be an element of exaggeration in these questions.

Say no excuses. Many times, underperforming employees are able to avoid work because they are allowed to do so. Now it's time for them to take their part and agree to improve their performance.

Agree to an improvement plan. Managers can provide a performance improvement plan to underperforming employees. But this kind of plan must contain the word "deadline", which means that you will pay attention to the employee's performance from now on, and he and she must make improvements within a certain time frame, such as 90 days.

2.Managers must provide clear guidance to underperforming employees as much as possible. They should tell the employee how to do his or her job, because up to now, these employees have not done the right thing.

Clear guidance allows employees to understand what must be done. Managers who avoid dealing with such employees also run the risk of alienating other members of the team. Their employees are often lazy and discouraged when they see that underperforming employees are able to successfully evade responsibilities that they should have shouldered.

This creates resentment. So when an underperforming employee is fired, the manager is usually evaluated as, "Why is it taking so long to take action?" "Managing employees is not a simple task.

While you have to strike a balance between meddling and non-intervention, you should never let it go. A manager must be actively involved in the work to help the team succeed when necessary, especially when it means actively helping employees improve their performance.

Conduct performance reviews with underperforming employees.

Interviews are a headache. Low performance Employees may be reluctant to accept low performance and are prone to conflict with managers. Below I have compiled for you how to communicate with employees with poor performance, I hope it will be helpful to you!

Usually you have to communicate with him, and communicate with him on the basis of facts if he does well and badly.

Let him know what you think of him on a regular basis, rather than suddenly knowing that you are not satisfied with his performance all the while he is communicating the performance results. You can't usually give a year-end bonus at the end of the year.

It's suddenly bad when evaluating performance. There is usually communication, and naturally before the performance at the end of the year, people can generally have psychological expectations of what kind of performance results they will be, and it is naturally more convenient to accept the results.

2. Make one360-degree assessmentLet him know the all-round feedback from his superiors, colleagues, subordinates and other parties.

Naturally, when the superior is doing performance communication, it is easy to say that not only the superior thinks so, but other colleagues and subordinates also give feedback on what is good and what needs to be improved. Through 360-degree feedback, employees can have a correct self-awareness, so as to facilitate performance communication with superiors and self-improvement of employees.

What are the ways to communicate performance?

The method of performance communication can be flexibly selected according to the content of the communication, the object of communication, and the background before and after communication.

1) From the stage of performance management, there can be the following types:

1. Performance plan communication: that is, in the early stage of performance management, the superior supervisor and his subordinates communicate with each other on the objectives and contents of the performance plan during the management period (such as the current month, quarter, etc.), as well as the measures, steps and methods to achieve the goals, so as to achieve the purpose of smooth and efficient work on the basis of mutual consensus.

2. Performance guidance and communication: that is, in the process of performance management activities, according to the actual performance of subordinates in the work, the supervisor and subordinates communicate and guide the subordinates' work attitude, process and standards, working methods, etc., so as to achieve the purpose of timely affirmation or timely correction and guidance.

4. Performance improvement communication: Usually the supervisor points out the improvement guidance suggestions for the shortcomings of the subordinates during a performance appraisal period, and then communicates and evaluates the improvement situation at any time, and counsels and improves it. This communication can take place at any time during the performance management process or at the end of the month during the performance review.

1. Correctly understand the role of performance communication in performance management.

2. Master and use the methods and methods of performance communication.

3. Grasp the key points of performance communication and improve the quality of communication.

1. Plan the content that should be communicated in advance.

1) Stage work objectives and task completion.

2) Excellent performance in the process of completing the work.

3) Point out areas for improvement.

4) Describe the views and opinions of the company's leaders or others on the work of their subordinates.

5) Assist subordinates in developing plans for improving work.

6) Formulation and confirmation of performance work objectives and plans for the next stage.

2. Grasp the purpose and focus of communication at different stages of performance management.

3. Master the two major communication skills - listening technology and performance feedback technology (1) listening technology.

Present appropriate and affirmative facial expressions.

Avoid actions that imply negativity.

It presents a natural and open attitude.

Don't interrupt subordinates at will.

2) Performance feedback technology.

Ask more and talk less. The focus of communication is on "we".

Feedback should be specific.

Treat things not people, try to describe facts instead of making judgments.

The focus should be on the sharing of ideas and experiences, rather than pointing fingers at the teaching.

Seize the opportunity and give feedback in a timely manner.

The content of the feedback conversation should be consistent with the written evaluation opinions, and the important should not be avoided.

4. Create an environment conducive to performance communication.

Determine the most appropriate time.

Choose the best venue.

Set up the place for the interview.

5. Enhance the leader's own personality charm, and build a bridge of sincere communication with love and integrity.

Communicating with low-performing employees is one of the tasks that managers often face in their day-to-day work. Here are some tips for communicating with low-performing employees:

1.Set clear goals and expectations:When communicating with low-performing employees, ensure that the company's expectations and goals, as well as the employee's roles and responsibilities, are clearly articulated.

Make it clear to employees what they are expected to do at work and what level of performance they are expected to achieve.

2.Provide specific feedback:Provide specific feedback in your communication, pointing out problems and deficiencies in your employees' performance.

Use objective facts and figures to back up your opinions and avoid emotional or subjective evaluations.

3.Understand your employees' perspectives and difficulties:Listen to employees' perspectives and difficulties and respect their opinions. Understand the challenges and barriers they may face and provide support and solutions to help them improve their performance footprint.

4.Set an actionable improvement plan:Work with employees to develop an actionable improvement plan with specific action steps and timelines.

Make sure you have a plan that helps your employees improve their performance over time and provides the necessary resources and support.

5.Encouragement and motivation:In communication, it is important to encourage and motivate employees in a positive way. Highlight their strengths and potential, and give appropriate rewards and recognition to motivate them and motivate them.

6.Monitoring and follow-up:After communicating with low-performing employees, monitor and follow up to ensure they are executing according to the improvement plan and provide the necessary support and guidance.

Conduct regular performance reviews to track improvements and adjust plans in a timely manner.

7.Consider training and development opportunities:Sometimes, low-performing employees may lack the necessary skills or knowledge, so consider providing training and development opportunities to help them improve their performance and advance in their careers.

8.Be professional and respectful:When communicating with low-performing employees, maintain a professional and respectful attitude and avoid accusations, criticism, or shaming.

Zheng tries to communicate in an open, cooperative and problem-solving manner and build a positive working relationship.

There are a few tips and strategies that are needed to communicate well with low-performing employees, and here are a few suggestions:

Understand the situation of low-performing employees: Before you talk to low-performing employees, you need to understand their situation and why. It may be that they lack training or resources, or they may be facing a personal or family problem.

Understanding their situation can help you better support and guide them.

Be positive and professional: Maintain a positive and professional attitude when communicating with low-performing employees. Don't show anger or disappointment because of their low performance.

Instead, work with them in a positive and professional manner to help them understand their job responsibilities and goals, and provide support and encouragement.

Be clear about expectations and goals: When communicating with low-performing employees, be clear about expectations and goals. Let them know what they need to do and provide them with clear goals and metrics to measure.

This can help them better understand their job responsibilities and provide a clear direction and goals.

Provide support and training: Low-performing employees may need additional support and training to improve their performance. Work with them to identify the training and support they need and provide them with resources and tools that will help them improve their performance.

Regular follow-up: After communicating with low-performing employees, follow up regularly on their progress and performance. This can help you understand if they need more support or training, and provide them with timely feedback and guidance.

Summary. The best way to communicate in performance management is to have a one-on-one interview with each employee, therefore, you must have an overall arrangement before the interview and communication, and the working hours of yourself and employees must be considered in the arrangement, and the employees must be informed before communication, so that employees can have a psychological preparation, which is also conducive to employees to review their work performance in advance, analyze the problems they encounter, managers and employees are prepared accordingly before communication, which is more conducive to everyone in an effective communication atmosphere. Identify problems and solve them.

How to communicate performance with veteran employees?

Hello, I am helping you to inquire about the relevant case and will reply to you immediately.

Ok thanks.

The best way to communicate in performance management is to have a one-on-one interview with each employee, therefore, you must have an overall arrangement before the interview and communication, and the working hours of yourself and employees must be considered in the arrangement, and the employees must be informed before communication, so that employees can have a psychological preparation, which is also conducive to employees to review their work performance in advance, analyze the problems they encounter, managers and employees are prepared accordingly before communication, which is more conducive to everyone in an effective communication atmosphere. Identify problems and solve them.

How to say it. Just explain the problems you encounter, and then how to enlighten the mind, how to solve them, to ask the experienced old employees, not to mention too nervous and prepared, a pleasant conversation will better solve the problem.

So how to deal with the relationship with old employees in performance communication?

How to say, use your most natural state of mind to communicate, talk about work can also talk about life, so it is easier to say that you are interested in communicating together in the future.

Say hello more and care more about something.

Oh yes, thanks.

You are welcome.