Download e-book for iPad: 201 Ways to Turn Any Employee Into a Star Player by Casey Hawley

By Casey Hawley

ISBN-10: 0071433708

ISBN-13: 9780071433709

The in basic terms source a supervisor must flip an issue worker right into a most sensible performer

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

  • Identify difficulties prior to they develop into severe
  • Develop the artwork of positive suggestions
  • Deal with protective reactions from staff
  • Understand which difficulties have to be controlled and which of them do not
  • Uncover the reason for an issue and support an worker discuss it
  • Foster dialogue in staff clash events • Create objectives for worker development
  • Follow up on worker growth

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

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There is no payback from long-term development. Development takes the employee off the job and hurts productivity. Development takes too much of a manager’s valuable time. 28 201 WAYS TO TURN ANY EMPLOYEE INTO A STAR PERFORMER PREPARING TO WRITE A DEVELOPMENT PLAN Before creating the development plan, it is advisable to gather as much information about the employee as possible. Some excellent sources of information that can be accessed for the development plan are as follows: • • • • • • Performance appraisals or reviews Goals and objectives 360º feedback (peers, subordinates, boss) Any skill evaluations Statistics like revenue or production numbers Other productivity or performance information CREATING THE PLAN Begin by writing down all the needs the employee has What does the employee need in order to be more successful and to prepare for that next step up in your organization?

This may be because some managers have a greater need to be liked by employees than to lead them. Ironically, however, most people seem to like those bosses who demanded their best— within reason. THE STEP-BY-STEP PROCESS The performance appraisal process discussed here offers opportunities for both the manager and the employee to contribute to the employee’s enhanced performance. Each manager will modify this process and make it fit his or her personality and company. Be sure that you include any steps specific to your industry and to meet all requirements set down by your human resources department.

Some employees exceed expectations just to garner that feedback. If they do not receive it, they stop giving as much. The right to receive feedback as soon as possible when performance does not measure up to management’s expectations There is nothing to be gained by delaying feedback on poor performance, but consider all that can be lost. First, the time that will be lost as the poor performance continues will cost your company money and perhaps have a negative impact on quality. Second, the poorly performing employee is not the only person affected, since most people don’t work in a vacuum.

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


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