One of the more
challenging aspects of running a small business is speaking with an employee
who needs to improve his or her performance.
As Ron Kaminski
writes on the EOS Worldwide blog: “Few executives enjoy sitting an
employee down to have the “we need to talk” talk. But sooner or later, it
becomes unavoidable. How can you have that difficult conversation in a way that
promotes positive results?”
This is an
excerpt from his article:
“The purpose of
“we need to talk” conversations should be to call out poor behavior or poor
performance, not to belittle the person in question – or to position you as
judge, jury and executioner. That is, unless you want people to get defensive.
Before you sit
down to talk, make an effort to set aside your personal feelings for a team
member so that you can offer constructive, objective feedback. Focus on
behaviors or attitudes that need to be changed and explain how you will help
the person excel and succeed.”
You can read
his full blog post here.
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