How to Deal with Employee Performance Issues

Virtually all people want to succeed at work. They want to offer their best and get along well with their managers, supervisors, and coworkers. When shortcomings or problems arise, these can usually be overcome with some additional instruction or coaching, or with a positive, but frank, discussion of the issues at hand.

As much as possible, you want to leave people feeling that you are helping and supporting them, not reprimanding them. If you have anything at all negative to say to an employee, it needs to be done in private. Don’t embarrass employees in front of other workers.

Sooner or later, every employee, including the owner-operator, is going to have one or more significant difficulties in the workplace. If you take the “big stick” approach to every problem that arises, you will find yourself toiling away in a very lonely office.

However, on occasion, an employee simply cannot do the job or is too disruptive. More serious action is called for in this situation. You may need to reassign the problem employee’s duties or deliver a written warning to the employee. In the end, you may even have to terminate the employee. But your first course of action will almost always be trying to bring the employee’s work performance up to speed.

Takeaways You Can Use

  • Almost everyone wants to perform his or her job well.
  • Employees are very sensitive to criticism.
  • A disruptive employee issue must be dealt with promptly.

About Bob Adams

Bob Adams is a Harvard MBA serial entrepreneur. He has started over a dozen businesses including one that he launched with $1500 and sold for $40 million. He has written 17 books and created 52 online courses for entrepreneurs. Bob also founded BusinessTown, the go-to learning platform for starting and running a business.