You’re NOT fired - continued

Continuation of the article from Lasa Newsletter No. 9. To see the full article go here.

However, describing the process as ‘thanking someone for a good piece of work’; encouraging someone to ‘play to their strengths’; understanding what ‘success’ looks like in their job and what their job contributes to the organisations’ goals in the bigger scheme of things, actually sounds like a nice way to work with other people. A positive style of performance management builds an employee’s confidence to examine more openly the things they do not do so well, put off and avoid if possible, and makes the manager able to help people develop in their role and enable them to do a better job for the organisation.

Human nature implies that there are times with some employees when problems with performance - lack of competence or misconduct - will arise or persist. It is essential that the situation is managed pro-actively and disciplinary or capability procedures are used effectively, fair to the subject and to all their colleagues - nothing demoralises productive people more than watching ‘the lead swingers’ continually getting away with it.

©Jill Lang CFCIPD
People Potential Partnership Ltd.- helping managers hold ‘those difficult conversations’
Need help, contact Jill here