There are three steps to help you, the problems of performance or behavior. I have all the parts and has a different article to each field.

Part 1: The organization of the debate

Part 2: Performance Management

Part 3: Final Decision

If your job as manager is to support and motivate your team, very high level of performance, how to interpret the poor? Performance issues can be divided into two different issues:

** Performance – What is the employee

** Behavior – How employees are not working

Both are equally important to assess the overall performance of an employee. Even if a worker in May, work will be executed when they are negative, their behavior impacts on the environment.

==> Your role as manager:

** The work to define

** Make sure the staff well trained and capable of fulfilling their obligations,

** ** Find out what motivates Keep an eye on the level of performance

You are not responsible for ensuring that employees’ work … is their profession.

Most of the problems of behavior and efficient performance by the coaching staff. In most cases there is a reason that the negative behavior or a reduction in performance, especially if the worker is in a correct folder.

==> Organization of the discussion

Although this is a first step, many are reluctant to address employee performance. Sometimes it is difficult, a conversation with an employee, especially if you have the following concerns:

** “The employee may react defensively;

** The fact that the current tight labor market, or

** The fact that the problem seems to be lower and talking to motivate their employees.

Like most people want to make an effective contribution to the company, you have the performance or behavior issues to them. Do …. the sooner the better. There’s a lot easier, the performance of an employee from the start, otherwise integrated performance and resistance to change. So are some of the obligations.

==> Problems to address a performance problem

** If the performance or behavior of small mistakes and just take your car to solve the problem? This is necessary with a new employee.

** If the yield in a pattern or a recent phenomenon? If this probe into the reasons for current performance. If the problem personally, I recommend that the employee, contact your human resources representative for the potential of resources in their specific problem. If you do not have a human resources department of the workers they need for their performance in this difficult phase. If the solution is viable for you, is the ideal time for workers who are willing to work with them.

** Note: Special Issue on staff … depending on the size of your company some personal problems are protected by law. Check with the Law or Human Resources prior to the date of your choice.

** Similar events were held in the past? The staff recommends that prior to the issue or a question?

** If the employee skills, knowledge, skills and temperament, the work to be done?

** The employee has an appropriate education, advice and feedback?

** There is a change in the amount of work, increased stress, lack of, or other changes, the performance of workers in May?

** If the system of barriers beyond the control of employee performance issues?

** If the employee has the tools, support materials and the working environment?

** This is an “attitude” question? An employee with an attitude problem can be a challenge for administrators. Their behavior is frustrating, and powerful, you may not need to talk to them about it. Some operators have the behavior: The staff of the sighs, his eyes materials, negative comments or against an application. Deal with it immediately!

If you have a separate file for each person, offering high performance, and labor issues, this task is easier and easier to talk with employees.

If you are ready for talks with employees, which is calm and confidence to interact effectively with employees. There is a big step in making changes with all of your equipment.