Failure to act on poor performance could see the situation getting out of hand. Other members of the team may become resentful and ultimately the responsibility lies with you. Here are five key strategies to manage poor performance by a member of your team:
People are more likely to change their approach or behaviours if they feel it is their own choice and it is not being imposed upon them. Coaching a team member effectively is about enabling them to think and act in new ways wards a way of thinking which does not feel enforced.
Forcing anybody to do something that is not natural to them or is not the way that they have always done something is likely to fail. However, using coaching you can gently reintroduce them into a new way of thinking.
Admitting that you have made a mistake can be tough. No one likes to admit that they were wrong. It undermines our sense of competence. After all, if you mess up it must mean that you aren’t good at your job – right? But defending yourself, blaming others or trying to avoid the issue by saying something vague like, ‘Well mistakes were made…’ will only make things worse.
We often have great discussions in meetings but then wonder why nothing was actually accomplished. It’s not always an issue with what was discussed in the meeting or a problem with the attendees, but more often it is because there were no clear goals for the meeting established prior to it starting.