Get FREE tips to create your dream life and business! Plus The 10 Secrets to Creating a Successful Business.

How to Turn Poor Performers into Rock Stars!

I recently had a client ask for my advice on how to turn a poor performing staff member into a valuable asset for her company.  She had a family member who works for her who wasn’t performing up to par. Of course, adding the dynamic that it was a family member made the situation even more difficult.

I always like to look at how to help people be their best and put their best work forward. This helps them feel great about themselves and what they are contributing and it helps keep a great work culture in the company.

The way to avoid or minimize problems from the start is to build on people’s successes. If you’re only ever correcting mistakes and telling people what they did wrong, they don’t remember all the things they did right (and if you’re honest, there’s some things they do well, even if you’re frustrated with their overall performance).

When people are rewarded for what they do well, they know what to repeat. It also makes it easier to let them know if a course correction or improvement in performance needs to happen. 

I recently had a client ask for my advice on how to turn a poor performing staff member into a valuable asset for her company.  She had a family member who works for her who wasn’t performing up to par. Of course, adding the dynamic that it was a family member made the situation even more difficult.

I always like to look at how to help people be their best and put their best work forward. This helps them feel great about themselves and what they are contributing and it helps keep a great work culture in the company.

The way to avoid or minimize problems from the start is to build on people’s successes. If you’re only ever correcting mistakes and telling people what they did wrong, they don’t remember all the things they did right! If you’re honest, there’s some things they do well, even if you’re frustrated with their overall performance.

When people are rewarded for what they do well, they know what to repeat. It also makes it easier to let them know if a course correction or improvement in performance needs to happen. 

However, sometimes you do need to move on and find someone more suitable for the position.

Before you do that, I recommend you take the steps I share in the video to see if you can rectify the problem first. Don’t jump to firing unless there is an absolute breech of trust (eg. steeling, not showing up for work). Usually there are ways to smooth things out and help them get up to speed.

Once you’ve watched the video, I’d love to hear from you…

Have you ever had a poor performer who you supervised or worked for you? How did you handle the situation?  Leave me a comment below!

Remember to keep being the incredible Rock Star that you already are and you’ll inevitably create Rock Stars within your presence and company.

Until next time, keep believing in yourself and keep shooting for your dreams. You’ve got this!

~Dawn XO

Comments on this entry are closed.

Copyright © 2013 Dawn Marie Payne
Disclaimer