underperforming employees

In this episode, Hayley and Greguyschka discuss their journey with constructive feedback. The conversation explores effective strategies for addressing underperforming employees, emphasizing the importance of understanding individual personalities, creating a positive emotional space, proactively identifying underlying issues, and practicing active listening during feedback sessions.

 Today you'll be learning the following:

• Personalized Feedback Approach: Tailor feedback by understanding individual personalities and how they process feedback.
• Emotional Preparation: Prioritize a positive mental and emotional environment for both parties before giving feedback.
• Proactive Problem-solving: Identify and address underlying issues, not just symptoms, for more effective resolutions.
• Root Cause Resolution: Address underlying issues for effective problem-solving.

 1:19 Hayley shares her experience with constructive feedback

3:43 How would you handle a conversation with an employee who has been underperforming?

12:02 Get to know the personality of the person, understand how they take feedback and how they reflect.

15:26 Ensure both the employer(you) and the employee are in a good mental and emotional space before giving feedback

15:34 Before the meeting identify the underlying issue not just the symptom

17:59 Listen actively not passively

Resources: 

• Visit our website here. 
• Download Greguyschka & Hayley’s top 10 Strategies to help women regain confidence at work. Sign up here to get your copy.

Connect with Greguyschka & Hayley

• Follow Greguyschka on LinkedIn here.
• Follow Hayley on LinkedIn here.
• Check out Hayley's bestselling book here.

Buckle up, because today we have an industry giant with us, Tricia Tamkin, a seasoned recruiter with more than 25 years of experience. Not only has she owned her own firm, but she's also ventured into coaching and training recruiters, sharing her wealth of knowledge. Over the years, Tricia has seen the recruiting landscape evolve from paper to AI, and she strongly believes that being up-to-date on modern recruiting practices is key to thriving in this industry.

In this episode, she dives deep into her unique hiring approach and shares her insights on new technologies and their place within recruiting firms. Tricia breaks down her coaching strategies based on different client scenarios and discusses the common pitfalls that firms encounter when aiming to scale.

Leveraging her experience with experiments and strategies, Tricia will be digging into some detailed insights on topics like productivity, data analysis, and the relation between AI and recruiting. We'll even dive into the nitty-gritty of cold calling and its relevance in today's recruiting world.

This conversation is sure to be a goldmine of valuable information for anyone in the recruiting field, so stay tuned as we shine an industry spotlight on some of the key challenges and strategies in modern recruiting with Tricia Tamkin. Don't forget to subscribe to The Full Desk Experience podcast to stay updated on our upcoming Industry Spotlight series, releasing new episodes monthly. Now, without further ado, let's jump straight into our conversation!

Links:
Connect with Tricia Tamkin on LinkedIn: https://www.linkedin.com/in/triciatamkin/
Connect with Moore eSSentials: https://mooreessentials.com/
Register for The Full Desk Experience emails and updates: www.crelate.com/full-desk-experience
Connect with Crelate: https://bit.ly/49ZcTlY

In this episode, Lalo Castro returns to shed some light on some crucial aspects of team management. He shares his team's unique arrangement, where the net profits are divided equally among all members. Lalo explores the potential challenges that could arise if the team had more experienced members and highlights the importance of recognizing and managing employees who may negatively impact team morale.

He also delves into the crucial roles of a service advisor and an estimator, emphasizing the need for effective communication between clients, advisors, and technicians. Finally, Lalo discusses the financial side of running a business, sharing his experiences with providing bonuses to his employees and the potential trade-offs that come with it.

00:05:05 Finding answers, but no vehicle or parts.
00:08:13 Practice, self-improvement, and unrealistic expectations at training.
00:14:39 July went well, money was given as a bonus.
00:18:27 Fair, fault, team bonus, roles, group effort
00:22:09 Importance of feedback and decision-making for bonuses.
00:28:44 "Raise your rate, improve service, increase income."
00:33:55 Divide counter sales, prioritize, and advise.
00:41:13 Divorce, advisor, price, answers, biased, warranty, empathy.
00:44:29 Similarities between two things, division, bundling, price. Growth, ideas, training, seminars, and hearing others' experiences.
00:51:55 Ensure clear work orders for technicians and limit communication.
00:58:34 Marketplace protocol: Assist without disrupting current tasks.
01:04:32 Smooth schedule, work gets done calmly.
01:08:56 $200 Volvo XC 90, needs engine, salvage yard.
01:12:20 Long bed ad: engine knocks, $1,000.
01:18:58 Confusing ad for Chevy long bed truck.
01:21:58 Lalo is excited for ASTE

The next in our difficult conversations series, this episode explores what to do when an employee is underperforming, including the use of personal improvement plans and the formal stages of the capability procedure. 

Every manager hates having bad staff members in their team. I am sharing 5 actions for bad staff members at work to build trust, not fear. 

 Maintaining team trust is super important to keep team motivation and performance high.

Taking any action with problem employees is difficult enough. Even worse is the action you take is going to impact your teams trust, motivation, and performance – hopefully positively rather than negatively.

 Many managers when facing a bad team member take actions that negatively impact trust, motivation and performance of their teams.

 Problem team members could be underperforming employees, disruptive employees, negative team members … you must take action to limit the impact of a bad employee on the team.

 Make the action you take to tackle a problematic employee fair and reasonable and escalate step by step. This gives bad team members plenty of chance to improve. 

 How to manage problematic employee must start with you being clear on why you are taking action. Take action to help the team overall and the business. Don’t take action is your mindset in on retaliation, revenge, using your position to control etc. The time will find out and trust will be seriously damaged. 

 With problem employees in the workplace, you must make it easy to them to improve. Make the time to coach and mentor them and show they how they can improve. This makes the corrective action you take a lot fairer.

 I have found coaching underperforming employees a great way to encourage the majority of bad employees to improve and become productive happy team members. This is great to build trust with the team members watching what is happening.

 It is rare that you can take staffing decisions on your own. Being fair towards problematic employees makes it a lot easier to build support with your manager, HR and other stakeholders. This in turn makes it a lot easier for you to take effective action with the bad staff member.

 Lastly, any action you take must mean the team wins overall. If you are putting in a lot of time and effort, you want the team to be better off afterwards. This helps everyone and it helps you.

 Good luck and remember, be fair and reasonable without be “too nice”.

Jess

Enhance.training

How do you deal with underperforming employees? Is it effective or do you wish you could do it better? In this week's episode of Q & A on Breakthrough Leadership, Louis Quinto and Craig P. Anderson will provide some tips on how to make these difficult conversations successful.