May 22, 2024
Knowing when and how to address underperformance causes a lot of anxiety for new and seasoned leaders. And you know what feels ickier than having that difficult conversation with an employee in a stuffy conference room?
Having to do it over Zoom.
For all my fellow people-pleasers out there (yes, I’m raising my hand too), these behind-the-screen convos can induce more cringe than watching the “men” of Summer House crash and burn in front of our Bravo-loving eyes.
It’s tough, right? Especially without that in-person connection you’d get in an office setting to soften the blow.
But here’s a thought: What if we reframe what addressing underperformance is really about?
It’s not about calling someone out or shaming them. It’s not about throwing around words like “always” or “never.” And it’s definitely not about ultimatums and consequences.
So what’s the real goal?
It’s about teaming up with your employee to figure out what’s really going on. It’s about coaching them toward improvement. It’s about stepping up as a leader, not a boss.
Feels a bit better already, doesn’t it?
This episode of On The Up & Up is all about handling these tough talks with compassion, balancing what’s best for your employee with what’s best for your business.
Addressing underperformance is never straightforward, no matter where your team is. But when you’re dealing with it remotely, knowing the right (and wrong) way to handle it makes all the difference.
Tune in now!
Listen Now!
Links Mentioned:
Conversation Log: Use this as a framework for documenting situations and behaviors on your team that should be recorded as part of your team member’s employee file.
