Have you ever dreaded having a conversation with an employee who wasn’t meeting performance expectations? Maybe you avoided it, hoping it would improve on its own? If so, you are not alone.
Most managers would agree that one of their least favorite tasks is talking to an employee about poor performance. When performance conversations are ignored, success is left up to interpretation. This can only result in conflict because everyone has different perceptions.
When an employee’s failures can no longer be avoided, too many managers say in frustration, “They should have known!” And the good-intentioned employee who thinks they are
