Performance issues

In a nutshell: What's it all about?

Employees cannot or do not want to satisfy the performance requirements or agreed objectives, or do not behave as expected.

Opportunities and possibilities

Discuss performance or behavioural problems with the person concerned promptly in order to get to the root of the problem and agree on possible solutions and support measures together. Ideally, you will not only be able to resolve the problems, but also achieve improvements for the person concerned and the entire team. This will strengthen trust in you and ensure smooth and successful cooperation in a positive working atmosphere.

Get active: How to demonstrate good leadership

Address the problems as soon as they arise, so as to get to the root of the problem and solve it.
Communicate objectives, expectations and measurement criteria in a way that is easy to understand.
Work with the person affected to define measures to resolve the situation.
Give regular feedback on improvements or the need for further improvement.
Offer your support and if necessary training measures as well.
Carefully record details of the meeting and involve your HR Partner at an early stage, especially if problems persist.

Self-reflection: Am I applying my social and leadership competencies effectively?

Enabling people:

When difficulties have arisen, have I offered adequate feedback and helpful support?
Have I discussed possible solutions with my employee?

Acting responsibly:

Have I communicated clear and reasonable objectives and expectations in good time?
Have I given helpful advice and support to my employee during the process, while also highlighting any deviations from the agreed measures and objectives?
When the situation did not improve, did I respond quickly with adequate measures and involve HR in good time?
Did I allow the employee in question enough time to improve?
Did I handle things fairly?

In short: 5 steps to success

1. Address and clarify the problem at an early stage 2. Communicate expectations clearly, define measurable objectives and measures 3. Provide regular feedback discussions and clear communication on any shortcomings 4. Make sure HR Partners are involved at an early stage 5. Provide documentation and support during the process

Areas of responsibility: Roles

Manager: ensures prompt identification of the problem and clear communication of expectations, support, encouragement, advice, definition and monitoring of objectives and measures, involves HR Partner at an early stage

Employee: requests the required information and support, updates the necessary specialist expertise

HR: offers advice and support for managers and employees

Main responsibility

Manager

Tools and tips immediately available

Additional learning nuggets with set dates

Other leadership situations

Overview of all leadership situations