| Do you have a struggling employee on your | | | | whether the employee is exceeding expectations, |
| payroll? Here are a few solutions for approaching | | | | meeting expectations, or not meeting |
| performance management that may help you | | | | expectations. |
| work through this problem. | | | | One way to motivate employees is to award |
| First, sit down with the employee and discuss his | | | | those who consistently exceed expectations. |
| or her contributions to the company; emphasize | | | | Raises, bonuses, and gift cards are monetary |
| how the employee aids in the daily operation of | | | | prizes that any employee will work toward, |
| the business. This helps the employee remember | | | | improving his or her performance at the same |
| that he or she has an important place in the | | | | time. |
| operation. It's easy to forget our own | | | | As the employee realizes that his or her value is |
| contributions when we do the same work in the | | | | increased to the company by keeping up with |
| same place every day. | | | | expectations, he or she will greater understand |
| Set realistic goals for the employee that, if | | | | the impact on the company and will continue to |
| accomplished, will improve on his or her | | | | work hard, even without the promise of rewards. |
| contributions to the company. Place priority on the | | | | This all ties into some fundamental psychology |
| tasks that will help the company most in the | | | | that has been known to drive motivation over |
| shortest amount of time, and make sure the | | | | the years. It's no exception in the workplace and |
| employee knows that these goals are the most | | | | it's highly recommended if you're looking to get as |
| important. | | | | much mileage out of every one of your |
| Next, schedule another meeting after some time | | | | employees as you possibly can. |
| has passed to look over the employee's recent | | | | Throughout this whole process, it's important to |
| work and to see how things have changed. | | | | consider and incorporate the employee's ideas |
| Evaluate aspects of the employee's work such as | | | | whenever possible. If an employee helps create |
| quality, quantity, timeliness, and the | | | | the plan for improving his or her own |
| cost-effectiveness of his or her employment. | | | | performance, he or she will be more likely to view |
| These statistics can be very useful by providing a | | | | those goals as realistic and strive to meet them, |
| mathematical barometer of the employee's | | | | aiding the company in the process. Be |
| performance. | | | | sympathetic to their needs and come off as |
| Don't do all the talking at this meeting; the | | | | sincere without being overbearing, and you'll be |
| employee should also be evaluating his or her own | | | | sure to find success in your efforts. Good luck! |
| performance. Establish criteria for determining | | | | |