The lack of visibility caused by the world being forced suddenly into working remotely has created an undercurrent of concern about underperformance for some businesses. However, others believe that performance and productivity have increased. So, has managing underperformance become more difficult in this virtual world?
Truthfully, it should make little difference. The reality is in a traditional working environment, the physical proximity of staff often camouflages underperformance issues. By remote working, we no longer have the ‘red herring’ appearances of looking busy, thereby revealing the underlying performance issues that were already there. As a result, now has to be the time for all people managers to focus on developing the skills that are needed to get the best out of their people, wherever they work and this is largely about clear, courageous conversations.
Certainly, at some point in our career whether working virtually or otherwise, most managers will experience the unwanted challenge of dealing with a persistent underperformer. Furthermore, managing someone out of a business can be expensive, litigious and it isn’t fun for anyone. Therefore, in this white paper, we will explore three tips to avoid it in the first place or perhaps even turn performance around.
Finally, to access this resource you will need to fill out your details on this page. Part of our ethos is to help build a better workplace for people. We achieve this through great performance management software, the HR Uprising Podcast, and a variety of free thought leadership resources. Therefore, if you would like to learn more about this topic, you can find some additional resources using the buttons below.
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