One of the challenging parts of being a manager is dealing with poor performance. If you are a manager long enough, you will encounter a decline in performance from one of your direct reports. How you deal with that decline will determine the outcome. Usually declining performance does not get better, so when you uncover...Read more
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Routine documentation is an important part of any performance management or coaching process. Documenting conversations you have with direct reports ensures that you will recall everything discussed during the year for the performance evaluation and if, unfortunately, the performance declines to work probation or worse, you have a record of the actions you took with...Read more
Feedback is one of the most effective tools you can apply to develop direct reports. However, if applied incorrectly, at the very least it will be ineffective; if implemented poorly, it can have detrimental impact on direct reports’ development. Effective feedback starts with trust, which ensures that direct reports view positive feedback as genuine and...Read more
Completing one big annual performance review usually is a huge waste of time and money. A manager typically creates goals with direct reports at the beginning of the year, may conduct a mid-year review, and then conducts a final review at the end of the year. Not much happens between these actions, and the manager...Read more
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