What Makes
Sooooooo Difficult?! |
So how's all that working for you?! |
|
We've all been there.
There's this absolutely incredible employee who can make amazing things happen on an incredibly regular basis. She's great! He's wonderful! And you don't know how you could get by without his or her constant vigil, dedication, and ability to get-the-job-done, on-time, to scope, and within budget. But there's a problem. The person is an interpersonal train wreck! Or maybe, the person's a train wreck without all those great go-to characteristics! Or even worse yet, maybe s/he is just capable enough to not get fired, but still requires such ridiculous amounts of time and effort from you that it's raising eyebrows of even your staunchest supporters. This was not what you had in mind when you first got into management, now, was it?!Yet this is what your job has turned into and you know you need to do something about it, and fast. If you're like most, you've probably tried a number of approaches. Let's see if I can guess some of them. Did you try:
Uh-huh. I thought so! I bet, too, that things have probably gotten worse because now you have the additional stress of worrying that people think you are either: (a) blind to the transgressions occurring right under your nose, or (b) a totally incompetent supervisor. Wouldn't it be nice if we could publicly tar and feather our problem employees?Unless you work quickly - and capably - to resolve outstanding employee performance issues, you, the boss, are the one most likely to end up looking bad. After all, everyone else already knows about the Problem Employee. The only real question is if YOU do! And if you're trying to be discrete in your actions, NO ONE KNOWS that you even know there is a problem! Sheesh! At least with a public tar and feathering everyone would know that you do see the problem and that you are addressing it! Wouldn't it be nice if a supervisor could actually do this to an employee?! Alas. More appropriately, though ...
Face it: Employee Performance Discussions
|
|
"I knew I was supposed to know how to handle employee performance problems - and I thought I did. But whatever I tried didn't work. Until, I read Employee Performance Discussions. It really gave me the confidence I needed to say what I wanted to say." - Mary Stenniger, training director |
| "I tend to avoid
confrontations. As a result, my staff was starting to
take advantage of me and my good nature. Employee
Performance Discussions really helped me
understand how I could hold my staff accountable without
being confrontational."
- Suzanne Mannifor, marketing manager |
| "It used to drive me nuts that
I'd work my tail off and still get gigged by my boss for
not getting more out of my employees. Employee
Performance Discussions walked me through how to
have the conversations I knew I needed to have with
them. And you know what? They worked!" - Joe Meyers, director of operations |
Click here to order your copy of the Employee Performance Discussions e-book
Available for immediate download for just $37.
Simply said, this e-book is MUST reading for any supervisor, manger, director, vice president, or president who's looking to improve the way they handle their employee performance issues. Yes, innate talent plays a part in effective performance management, but a much bigger part is skill-based, learnable, and demonstrable ... if you're made aware of the basic tools you need to use.
And that's what this Special Report is all about. Included in it are:
- 10 specific conversation "clarifiers" that can dramatically improve the performance of all employees - from your very best, to weakest, and everyone in between
- Specific phrasings of what to say, including when to say it, and why
- Concrete examples for you to follow in your own performance management discussions with your direct reports and lower-level employees
Even more importantly, Employee Performance Discussions will help you resolve one of the more chronic problems facing managers everywhere: Not knowing how to articulate the bottom-line requirements of a job in a way that instructs, empowers, and holds the incumbent fully accountable on an ongoing basis.
Now this is how performance
appraisals
are supposed to work
Available for immediate download, this e-book has been updated and expanded to make it even more relevant and more helpful. In it, you'll now receive:
- Even more detailed explanations of each ‘clarifier’ (and in some cases improved language for using them)
- A new Application Section that includes typical employee problem scenarios along with clarified and simplified scripts for giving constructive criticism
- A new Locking-in-the-Learning Section where important coaching questions are raised for you to answer, and homework assignments for you to complete, so you can integrate these lessons more quickly and thoroughly into your management skill-set
- A Primary Focus Question that directs your attention to recognizing how best to apply each specific ‘clarifier’ to your current employee performance situation.
Click here to order your copy of the Employee Performance Discussions e-book
Available for immediate download for just $37.
|
"What amazed me was how quickly my Problem Employee responded once I used the right language to communicate my dissatisfaction and the improvements I needed to see. Employee Performance Discussions helped me save this guy's job!" - Mike Cooper, chief financial officer |
| "I was so nervous and braced
for the worst. But after I said what Employee
Performance Discussions suggested, what I got
was, "I know, boss, I'm sorry. Please give me another chance. I
know I can do better." Amazing results!
Thank you! Thank you! Thank you!!
- Ellen McNeeley, quality assurance manager |
| "The best part of Employee
Performance Discussions is that every time I re-read
it, I learn something new. It's my secret weapon for
success." - David Allegretti, human resources director |
Click here to order your copy of the Employee Performance Discussions e-book
Available for immediate download for just $37.
How Much You Learn is Up to You
Maybe you are already doing just fine with your employee discussions. If so, congratulations! Reading through Employee Performance Discussions can help you develop your managerial acumen even more. There are always greater depths and subtleties to master.
If you're like most, however, you'll find that several of the elements and particular phrasings provided in Employee Performance Discussions are new and unfamiliar to you. Here, it's about improving your breadth and substance. Make no mistakes - the best constructive criticism is refreshingly clear and effective. Is yours?
Giving effective employee performance reviews is not about being a jerk. To the contrary - it's about being respectful, caring, succinct, and on-the-money with your observations, comments, recommendations, and requests. The better you do this, the more likely your staff's performance will improve. Perhaps more importantly, though, the better you do this, the more likely your staff's improved performance can be sustained over time.
If you've ever had to put up with certain aspects of employee performance because you didn't have the tools to handle them properly, Employee Performance Discussions is for you.
Isn't it time you learned how to give the kind of performance appraisals your employees really need to have?
Isn't it time that your performance discussions actually empower and motivate your direct reports to do better?
Isn't it time to get your copy of Employee Performance Discussions?
Click here to order your copy of the Employee Performance Discussions e-book
Available for immediate download for just $37.
