5. Be honest and candid.
Candor (frankness) is simply the most underutilized tool in the manager’s toolkit. Too often managers can’t handle honesty and conflict, so they tap-dance around issues until eventually they need to fire the employee. Usually, to the employees’ complete surprise since their manager never properly managed their performance.
6. Don’t let it get worse.
Allowing a situation to fester in hopes it will work itself out is a huge mistake. Always remember, a spark can quickly become a fire. Meet with the employee privately as soon as you become aware of the issue. Seek to identify the specific nature of the problem. Once uncovered, be direct about the solution, establish clear guidelines regarding behavior going forward and the consequences for non-compliance. Also, document the discussion and agreed upon resolution.
7. Think first, act later.
Think first about the result you want, and build your communication accordingly. I’ve seen a lot of bosses let loose on someone they are dissatisfied with despite the fact that they are providing value. If someone has crossed the line, think about whether you want him or her out of your company, or if it’s worth attempting to get them back on track.
Photo Credit: Balmain