Find EmployeesWho Are Under-Performing

Improve WorkingConditions

1. Is the desk lighting optimal? How about the overhead lighting?
2. Do the size and shape of the desks leave enough room for working, or is the workspace too crowded?
3. Is the machinery up to date? If not state-of-the-art, is it at least well-maintained and clean?
4. Could the walls use a new coat of paint?
5. Are there any interesting posters or works of art on the walls?
6. If purchasing or leasing something new could improve productivity and employee satisfaction, what would that be? How soon can it be ordered?
7. Do all employees have the materials they need to perform at the highest level? You may not know the answer, so ask the individuals you greet as you walk around.
8. Are the floors clean, or are they cluttered or dirty?
9. If you have a cafeteria, is the food appealing, yet reasonably priced?

Follow Up onYour Directives and Actions

Provide EncouragingAdvice When Something is Not Going Well

1. Be convinced that providing feedback, whether positive or negative, can have an encouraging effect.
2. Be certain not to raise your voice or come off as yelling or highly annoyed. All this accomplishes is that the employee shuts down, disregards your diatribe and becomes angry. Sometimes this results in the employee looking for ways to sabotage you and your efforts.
3. Be specific and helpful.
4. Find something good to say about the employee. This allows the recipient to open his or her ears to receive you message.
5. Continue with a clear but not lengthy statement about what is wrong.
6. Be encouraging and optimistic about finding a solution.
7. State how you think the situation can be improved.
8. Ask the employee how it can be improved.
9. Offer to work with the employee to jointly devise a solution.

IdentifyConflicts Between Individuals and Departments

1. State how conflict can be seen as neutral and even positive for the reasons previously stated.
2. Emphasize the importance of all parties working out their differences.
3. Identify aspects of the conflict that all parties have in common.
4. Ask each person to state how the other person sees their viewpoint.
5. Correct any misunderstandings.
6. Ask each party to suggest a resolution that the other party can live with.
7. Find similarities on each party’s view.
8. Agree on a solution that meets each party’s requirements.
9. Review the final solution and garner commitment to work toward implementing the agreement.