How to Confront Underperforming Employees

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Күн бұрын

Пікірлер: 21

@shaveenfernando5315 2 жыл бұрын

Two ways how Jesus tackled team members (employees/volunteers etc). 1. Tough Love (Agape) But he turned and said to Peter, “Get behind me, Satan! You are a hindrance to me. For you are not setting your mind on the things of God, but on the things of man.” Matthew 16:23 ESV 2. Soft Love (Agape) When they had finished breakfast, Jesus said to Simon Peter, “Simon, son of John, do you love me more than these?” He said to him, “Yes, Lord; you know that I love you.” He said to him, “Feed my lambs.” He said to him a second time, “Simon, son of John, do you love me?” He said to him, “Yes, Lord; you know that I love you.” He said to him, “Tend my sheep.” He said to him the third time, “Simon, son of John, do you love me?” Peter was grieved because he said to him the third time, “Do you love me?” and he said to him, “Lord, you know everything; you know that I love you.” Jesus said to him, “Feed my sheep. John 21:15‭-‬17 ESV

@rustyshackelford2349 8 ай бұрын

The guy preaching, admits he cant do what he is telling us we should do? Got it👌

@mairadiaz8359 7 ай бұрын

You're right! We need courageous leaders to say what needs to be said

@jesseskellington9427 5 күн бұрын

3:58 devaluating process by that employee to make a statement like that

@ffflyin 6 ай бұрын

I’m kinda shocked about the part of constant reminder. This is poor leadership. Yes confront people - agreed. But the constant reminder every single time is quite unwise. Leaders need to also take ownership for engaging employees in the specific ways they each respond best to. I highly doubt the most talented and hardworking yet unengaged employee will ever take well to you confronting them every single time they do something wrong. People need to have space held for them to grow too. While I believe in frequent checkins and honesty I don’t believe in the nagging approach - I may be not grasping it but what is being suggested here is not a frequent checkin but a constant reminder every single time someone is wrong. If the latter is the case I would argue this is poor leadership and rather toxic.

@ryanba4115 5 ай бұрын

If you have communicated up front what the expectations are very clearly... the constant reminder is needed for the employee to know how often it is happening. For clarity reasons. The last thing you want is for the employee to say "oh my mistakes don't happen that often". Often is a relative term until it is known.

@ce733 4 ай бұрын

You don't say something every time they make a mistake, every body makes a mistake once in a while. What he's talking about, I believe is when you've talked with an employee about a specific mistake they're making constantly. Then you let them know you won't accept that because at that point it's just disrespectful

@booradley0x0 6 ай бұрын

I watching this person like a hawk, they think they are being bullied. They won’t leave. They’re completely useless.

@lorileo4319 3 ай бұрын

I work for a company that makes us follow a chart to determine if we should even provide a warning. It's so ridiculous! I can't even write someone up without working with my HR partner.

@maskedninja6883 3 ай бұрын

This is hard to do with a learning disability. My boss fired me because I couldn’t perform the tasks I needed because he thought I was dumb. Takes time for me to learn new things.

@RachelsBadAssJamz64 Ай бұрын

Should have been given 90 days to develop the new skill or routine. It takes a person 90 days to forn new habits , new skills and implement then consistently. If there has been no development or improvement by then its not going to happen. The performance should be mastered by then.

@RachelsBadAssJamz64 Ай бұрын

You know what I saw your comment again and saw that it says you have a learning disability. Im not sure if the law has been set up to where people with special needs be given consideration regarding the amount of time they are given to adapt to the job and performing what is required. If you were not given the 90 days off the top you may have a law suit against them for discrimination. What makes you think that he thought you were dumb? If he did something or said something that clearly shows he felt this way or is it more of thats what you believe . You need to research what your rights are and what is the process of employment for disabled people. You can also call the Labor Commission you can tell them basically what you wrote on your comment and let them know how you feel about whatever happened and that if you had been given enough time you knw that you would have bee able to perform successfully. Good Luck.