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Alternate approaches to managing poor performance

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HC Online | 06 Oct 2010, 12:00 AM Agree 0
The key to managing poor performance is to recognise and confront it at the very first sign of a behaviour problem, writes Andy Klein
  • Bernie Althofer | 12 Oct 2010, 04:02 PM Agree 0
    It is problematic when performance has not been addressed either appropriately or at all, particularly if a new manager comes in and that new manager is well versed in not only the policy and procedure, but also the application thereof. For some individuals, a challenge to their lack of accountability or responsibility, can be perceived as a threat and reported as ''workplace bullying'' or ''unreasonable management''. Unfortunately, in some cases trust is not even in the building, and managers do need to keep notes to record conversations held with the individual/s, including any lead up to the discussion. Performance management is time consuming and whilst there may be some bureaucratic requirements, following the process can actually work in favour of the manager who is ''performance managing'' some one whose performance is being challenged or questioned. The manager does need to step in address unacceptable behaviours as soon as they are noticed. Once the allegation has been made, it is a bit to late to turn around and say "What should I have done?"
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