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nagers – here’s a scenario you might be facing (or have faced in the past). You’ve got an employee who isn’t contributing their fair share. You know you need to address it. The rest of the team can tell this employee is a poor performer. If you don’t do something, your credibility will suffer. Bu
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what do you say? The purpose of conversations like this isn’t to punish or discipline the employee. It’s to change their performance. That’s why you don’t want to delay the conversation. The longer you wait, the harder the conversation. Because the