Poor Performance
Green Light: Let’s Get Going
1. When someone is performing poorly it is advisable not to assume but to still ask questions. A great question is “Your performance lately is subpar, and what would you honestly attribute that to, and let’s have a thoughtful discussion around your response.” 2. Sometimes poor performances is a result of poor support or training, yet if we don’t give someone the opportunity to speak, we take an unnecessary risk.
Yellow Light: Needs Attention
1. Knowing that performance needs to increase in a short period of time, what training do you need? What help do you specifically need from me? What would make this process comfortable knowing we need to drive success in a short period of time? 2. What are two actions you need to take that will drive greater performance within the team environment?
Red Light: Needs Immediate Attention
1. We’ve had numerous conversations around performance, and to be fair and honest with you, things need to change quickly. What are you willing to do and more importantly what do you feel like you can do to turn this around successfully, and what support do you need in that process? 2. If you had to accelerate your performance and improve within your job starting tomorrow, knowing that we’ve been at this for a while, what would you specifically do to facilitate that?
Made with FlippingBook. PDF to flipbook with ease