201 Ways to Turn Any Employee Into a Star Player by Casey Hawley

By Casey Hawley

The in simple terms source a supervisor must flip an issue worker right into a best performer

201 how you can flip Any worker right into a big name Performer arms managers with the options they should take care of the entire variety of worker problems--including tardiness, low-quality paintings, consistent complaining, and masses extra. advisor Casey Hawley's special approach to team of workers difficulties replaces harsh self-discipline with confident, goal-oriented strategies that flip failing staff into group gamers. this easy advisor supplies managers the instruments and coaching to:

  • Identify difficulties earlier than they turn into severe
  • Develop the artwork of optimistic suggestions
  • Deal with protecting reactions from staff
  • Understand which difficulties must be controlled and which of them do not
  • Uncover the reason for an issue and aid an worker speak about it
  • Foster dialogue in staff clash occasions • Create targets for worker development
  • Follow up on worker growth

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Extra info for 201 Ways to Turn Any Employee Into a Star Player

Sample text

The employee is gifted and equipped to do the work and shows a willingness to complete each task satisfactorily. If you have the Can Do/Will Do combination, you have no performance problems. If an employee is not performing well enough to meet the goals management has set, apply the grid in a similar fashion. Every performance problem will fit into two categories of the grid above. Examples: 1. The employee can do the work, but won’t do it. 2. The employee can’t do the work, but would do it if he or she could.

4. Broaden your scope. Learn more about other areas of the company and how we integrate. 5. Information Services, 406-4090 5. Continue to prepare for future roles in the company by enhancing your computer skills. Coaching: Peers/Subordinates/Consultants 6. Set up two or three meetings or lunches over the next quarter with Ellen Hay. Ask her to serve as your peer coach on integrated services. Prepare specific questions to ask her. 7. Set up similar meetings with Don Ford. 6. Ellen Hay, Transmission Services 6.

Training 9. C. 9. Online Resources 10. Attend Student of the Business course. 10. Synesis University, 426-5644 9. Explore how entities outside the United States influence our business. Begin to view the business more globally. 10. Broaden your scope of the industry and your role in it. FOLLOW-UP IS THE KEY TO RESULTS Putting a plan into the employee’s hands is only the first step. Now the real work begins for both the employee and the manager. Implementation, reinforcement, and encouragement are the critical parts of development.

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