How do I clear the "nook"

(http://oxford.) Report: according to the consultant's research, in the United States Government agencies, 25 per cent of staff is of the view that a co-worker's performance did not meet the requirements in the private company, performance is not up to the level of staff, also accounted for 11 per cent to 16 per cent. These poor people not only not doing the job, but also reduce the team's productivity and morale and increase turnover rate, impact on other employees ' performance.

Faced with these black sheep (http://oxford.) Pointed out that, in a nook is broken up, managers must deal with poor performance. If the performance difference of staff not subject to any penalties that will encourage good employees leave the company, because they do not want to stay in the performance of the company doesn't care about employees, on the contrary, the uninspired employees will stay, because they know that they do not hide in the company is also very safe, so that the entire company will gradually sink to the bottom.

Supervisor chose turn a blind eye to eye, a common reason is that they don't know how to do it. Improper handling of the poor performance of the main charge, employees can be divided into three categories.

The first category of managers don't want to deal with problems that they put the performance of the work of the staff, to other employees to complete, the performance difference of only hope that the staff would leave or transfer to other sectors, issues can automatically disappear.

The second type of competent staff directly for fear that the entire work therefore adopt several ways, the team asked us to be able to improve performance, the results of the efforts to maintain high performance employees, like other employees, who have got scolded, but counterproductive.

The third type of competent in negative way, and the poor performance of individual employees, usually after the accusations, the staff's motivation more decline.

In addition to avoid falling into three types, you can take three steps of processing mode. First, find the performance difference of staff, at the outset that there is a problem with the employee's performance. It then describes the performance and the gap between corporate requirements, for example, 「introduction every Tuesday morning, you should be made on time, but in the past month, you only pay on time. 」 Managers in conscious staff poor performance, you should start to be logging, somewhat evidence to say a few words. Finally, competent to hear the reaction of the employees.

Talk with the staff, or you can help managers identify the causes of the poor of their staff. Due to a lack of skills, professional ethics, good attitude, or non-work-related reasons such as illness, had an accident at home. For each employee's individual issues, to develop a viable plan for improvement. In addition, according to the study, only 20 per cent of employees said the company would help poor performance improvement of employees, in fact, if the employee has the potential to progress, the company can be tailored to their weaknesses, investment staff trained to do, than to employ staff again.