Let’s say there’s an employee on your team who isn’t contributing their fair share. The rest of the team can tell this employee is a poor performer. You know you need to address it because if you don’t do something, your credibility will suffer. But what do you say?
The purpose of performance coaching conversations like this isn’t to punish the employee. It’s to change their performance behaviors. That’s why you don’t want to delay the conversation because the employee will think their behavior is acceptable since no one addressed it. The longer you wait, the harder the conversation. Here’s