It can be difficult to talk to an employee about their performance.You should be firm and clear about your concerns, even if you don't want to come across as harsh.It can cost you money and time if you have employees who don't do their job well or add to your business.Make a list of issues for the employee to deal with.The employee will understand your concerns if you keep the conversation honest.Check the performance of the employee after the talk to see if it has improved.
Step 1: There are issues relating to the employee.
When you list issues and concerns, be specific.Go back several weeks or months and write down the most recent issues.You should include any customer complaints, concerns from other employees, and any other documentation that supports your concerns.You can include time cards that show your concern if you write down, "Employee fails to show up for shifts on time"
Step 2: Come up with solutions for the employee.
If you can come up with a few solutions for the employee's poor performance, you will be able to discuss them with them.This will help you prepare for the talk and give you options to wrap up the discussion with the employee.For example, you could write down, "Possible solution: employee is on time for 1 week and then moves to a different department so they don't interact with customers."
Step 3: It's a good idea to have the talk in a quiet place.
You can talk to the employee in private if you arrange a time and place.This will allow you to speak to the employee without being heard by the entire office or company.30 minutes before the employee's shift in your office, you can schedule the meeting.You could schedule the meeting with the employee in the afternoon, when they are less busy, in a company conference room.
Step 4: Discuss issues with the employee.
If you don't talk to your employee about their performance, the situation will be more awkward and difficult.Try to address the issues within a few days.If you start to notice a pattern of poor performance in your employee, such as bad customer service for several weeks in a row, speak to them immediately so you can find out what is going on.
Step 5: Speak to the employee about your concerns.
Thank them for agreeing to talk to you and use simple, direct language to let them know why you are concerned about their performance.Try to start the conversation with a kind tone.You could say, "Thank you for meeting with me."I am concerned about your performance due to yourtardiness and treatment of customers.
Step 6: Documentation of your concerns should be provided.
Customer complaints, team feedback, and time sheets should be shown to the employee.They can understand your concerns.You can explain your concerns about the employee's treatment of customers with a copy of a customer complaint.You can show the employee their time sheets to show their tardiness.
Step 7: Discuss how their performance affects the company.
Your employees, customers, and revenue can be affected by the employee's poor performance.It is important for you to have a successful company, and you can only do that with employees who are committed and focused on their job.You could say, "As a business owner, I rely on my employees to do their jobs well."It affects my business negatively when an employee performs poorly.
Step 8: Ask the employee questions about their performance.
Asking thoughtful questions will get them to open up.They should talk about why their performance is not good.You can ask the employee questions like, "Are you aware that you were late for every one of your shifts last week?" or "Was the customer's complaint a surprise to you?"
Step 9: To show you are listening, keep eye contact and nod.
With your body turned towards the employee, keep body language relaxed.Give the employee time to respond to your questions.Don't talk over the employee or interrupt them.Allow them to respond to your questions and keep the conversation civil so you can explain where you are coming from.
Step 10: Discuss how the employee can address your concerns.
Discuss possible solutions for the employee's issues at the end of the discussion.Provide the employee with several expectations that they need to fulfill to improve their performance.You can say, "I need you to commit to showing up on time for your shifts for the next week."I want you to work with someone else to improve your service.To keep you as an employee, I need to see improvements in your performance.
Step 11: A follow up is 1-2 weeks after the initial talk.
Let the employee know when you will follow up with them after you have outlined your expectations.Let them know you are giving them time to improve and that you will check on their progress once more.You could say, "I'm going to follow up with you in one week to check on your progress" or "Let's schedule a follow-up meeting for two weeks from now so I can see how you have improved."
Step 12: Support the employee by giving them more training.
Setting up the employee for success will allow them to improve their performance.Extra training and guidance should be offered to them.They will be able to get to work on time if they offer to move their schedule around.Asking other employees to support them will help them improve.It is possible to move an employee to a different team so they can work in a more supportive environment.You can change the employee's schedule so they come in during a less busy time.
Step 13: During the follow up talk, address shifts and changes.
If you notice changes in the employee's behavior, mark them down and keep tabs on them.You need to address these shifts during your meeting with them.Discuss any improvements you notice and acknowledge any changes to their performance.During the follow up meeting, you may need to discuss other options if the employee's performance doesn't improve.If their performance doesn't improve, you may have to let them go.