Understanding Under-Performing Employees

作为企业领导者和管理者继续更好地同情和理解他们的员工，可以实现更大的职场氛围。

This content was originally posted at Developing Great Employers by Mathew Simonton on 08/14/2012. In Confronting Poor Performers: 6 Tips for Managers, for Business Management Daily, the author expands on how business leaders can approach under-performing employees. Among the tips listed, a few point at attempting to understand and consider the employee and his or her character or personality. This understanding is necessary for a positive confrontation and to influence change. As business leaders and managers continue to better empathize and understand their employees, greater workplace atmosphere can be achieved. The author advises supervisors stick to company guidelines when addressing topics such as physical appearance. For example, if an employee has a nose piercing and nose piercings are not allowed to be displayed while on the clock, the manager should remind the employee of such a company policy rather than insult the appearance and demand that it be changed. A manager could say, I m sorry to bring this up right now, but do you remember that we have a policy regarding piercings in the office? If you could remove it as soon as you have a chance that would be great. Please keep that in mind for the future. A manager would not want to say wow, that piercing looks ridiculous. Totally unprofessional. Please, go take it out. While there is quite a disparity between the two statements, the key difference is that in the first statement the manager keeps his or her personal taste entirely out of the issue. The manager does the right thing and rests on company policy when approaching this particular subject. The supervisor works to understand an employee s taste in appearance or fashion and does not insult it. There are also other ways the personality of an employee can be considered. For another example, if an employee is a fantastic worker but is regularly forgetting to take a required break or go to lunch at the correct time, it may be in the best interest of the manager to consider the employee as forgetful rather than to jump straight to disciplinary action. However, rather than having to continually remind the employee or hope that the employee fixes the clocking issue on their own, the manager should work with the employee to develop a system to remember to take lunch. Perhaps a clock could be moved so the employee could see it better or the employee could pick up a portable alarm. As supervisors and other employees better adapt and relate to each other, greater trust and rapport is developed. This results in an enhanced workplace atmosphere and ultimately a more productive business. 管理新知 您可能感兴趣的文章 HR微语—员工离职的136现象？

2014-04-16 How to Negotiate Cyber Insurance 2013-04-23 18张图带你深度解读HRBP与HR的核心区别！

2016-08-24 最近文章 TEST 2018年01月15日 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？

2018年01月15日 阿里为什么不去清华招人？

2018年01月15日 因利益冲突，Facebook COO和Twitter CEO退出迪士尼董事会 2018年01月15日 热门文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？

2018年01月15日 阿里为什么不去清华招人？

2018年01月15日 2017年度职场出差行程调查，出差最多的居然是他们！！

2018年01月12日 员工在自己QQ空间评论HR经理吃屎，可辞退他吗？

2018年01月11日 扫一扫 加微信【已隐去】 关于沙龙 顾问委员 广告推广 隐私安全 联系我们 申请vip会员 支付方式 市场合作或广告投放 电话：【电话已隐去】 邮件：【邮箱已隐去】 在线QQ【已隐去】 VIP会员 企业VIP会员 机构VIP会员 广告刊例 商务合作 Follow HRSalon