READ THE ARTICLE by Ramsey Solutions  – WE WILL DISCUSS

Ever held back on giving honest feedback to an underperforming employee because you were trying to be kind? Most of us have. But the last thing you want is for a team member to fail at their job because you didn’t let them know they weren’t meeting your expectations. That’s actually the opposite of kindness.

Here’s the deal: Great leadership requires a backbone. Your team members can’t do better if you’re too busy avoiding conflict to tell them there’s a problem to correct. What happens if you don’t speak up? There’s a good chance you’ll boil in frustration while they remain clueless that their job is on the line. In the meantime, everyone else on your team is confused about your standards and what winning even looks like.

To be unclear is to be unkind—to everyone.

We understand the struggle . . . having hard conversations is hard. Didn’t mama always say, “If you can’t say anything nice, don’t say anything at all”? She did. But even mama understood that sometimes the nicest thing you can do is tell people kindly what they need to hear for their own good.

All that tough love brings us to some good news: You can learn how to deal with an underperforming employee with kindness and truth.

What Is an Underperforming Employee?

Why an Employee Might Be Underperforming

How to Manage an Underperforming Employee

3 Possible Outcomes for an Underperforming Employee

Can You Motivate an Underperforming Employee?

Uncomfortable conversations are called uncomfortable for a reason. But leaders lead—even when it’s uncomfortable. And when you talk with a team member about their performance, you show you’ve got their back—and spare everyone a lot of pain in the long run.

Please, read the article and bring your insights!

https://www.ramseysolutions.com/business/underperforming-employee?