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By ronpass on March 7, 2010
Corrective feedback is required when an employee is behaving inappropriately. Failure to act on poor performance can generate a toxic work environment. Corrective feedback for poor performance given in a professional way wins the respect of all employees.
Posted in Corrective feedback | Tagged coaching, corrective feedback, diminished performance, Employee Motivation, employee needs, feedback for poor performance, giving feedback, improve employee motivation. employee feedback, managing poor performance, negative feedback, performance coaching, Performance Management, poor performance
By ronpass on February 28, 2010
The process of active listening may sound simple but its effects are profound and far-reaching. Active listening can address an employee’s needs, affirm their self-worth and contribute substantially to their work motivation.
Posted in Employee Motivation | Tagged active listening, communication, communication skills, Employee Motivation, employee performance, improve employee motivation. employee feedback, influence, listening, motivation, poor performance
By ronpass on February 9, 2010
Managers have multiple sources of power to manage change and develop organizations. Many organizations, though, have power vacuums because managers do not take up the power that is rightfully theirs. Power has become a dirty word but the reality is that organizations are arenas of power and influence. Managers by their very position have organizational power and the responsibility to use it for employee welfare and achievement of organizational goals.
Posted in Organization Development | Tagged expert power, influence, managerial power, managerial responsibility, organizational goals, personal power, poor performance, positional power, referent power
By ronpass on February 7, 2010
Managerial inaction can work against the espoused excellence values of an organization. Managers are often unaware of the impact of their behavior. Poor performance by managers is more often an issue of omission than overt actions. You need to be aware, as a manager, of the message that your inaction may convey.
Posted in Poor Performance | Tagged corrective feedback, espoused values, excellence, handling poor performance, leadership, management action, performance feedback, poor performance
