By working together, you can emphasize the objectives that are most important to you while your employee can offer feedback on what she’s able to realistically accomplish. Instead of establishing these goals on your own, make it a collaborative process. If you can’t resolve these issues, you can brainstorm ways to keep those circumstances from affecting your employee’s work performance.Įven the most constructive feedback can be useless unless it’s paired with actionable steps toward progress.
In other cases, the problem may stem from a situation outside of work. In the best-case scenarios, you’ll find out the problem can be resolved with a single change, like transferring the employee to a new manager, clarifying the job role, or providing additional training. Not only will you get a more complete understanding of the issues affecting your employee, but she might also adopt a better attitude and outlook as a result of being heard. Once your employee understands why her job is at risk, it’s your turn to listen and let her share the reasons behind her less than stellar performance. For example, rather than simply telling him he’s irresponsible, point out that he’s been arriving late for work two or three days per week. Resist the temptation to make general statements, and instead be as specific as possible. To make sure you’re both on the same page, start the conversation by being honest and direct about what’s at stake.Įven if an employee realizes his job is at risk, he might not fully understand the reasons behind the decision, so it’s also important to explain exactly how his behavior or performance fell short of expectations. But believe it or not, some employees don’t realize how bad things have gotten until they hear it from a manager or colleague. When a professional’s performance is so poor that firing him is on the table, you might assume that the situation doesn’t need much explanation. The following tips from, UNC Kenan-Flagler Business School’s online MBA program, are practical ways you can help an employee turn things around. If you are in this situation as a manager, it can pay off to take a proactive approach to find a solution before you fire someone you truly believe in. And while the decision to fire someone is never easy, it’s even more challenging when it involves an employee who initially showed promise or who’s especially passionate about the position. We also hold UNC Kenan-Flagler-specific receptions in cities around the world, which give you a chance to learn more about the program from those who know UNC Kenan-Flagler best, including staff, alumni, and current students.At some point during their careers, most managers will face the difficult task of dealing with an employee who consistently falls short of goals and is facing termination. Local UNC Kenan-Flagler MBA alumni often join these events, giving you an opportunity to hear firsthand how their MBA experience changed their careers and their lives. We travel to cities around the world to meet prospective students at Inside the MBA receptions, Forté Forums, and The Consortium MBA Application Preparation Seminars. Find and register for an upcoming appointment slot.
This is a perfect time to discuss your professional goals and discover how an MBA can help you get there. Take advantage of the opportunity to introduce yourself to a member of our admissions staff through an online office hours appointment or at a coffee chat in your city.
Connect with our admissions staff online or on the road.
Our admissions staff and current students will share answers to important questions about our program, admissions process, what to expect as a Full-Time MBA student and how to get involved in student clubs and organizations at UNC Kenan-Flagler. As you explore which MBA program is the best fit, we highly encourage you to spend a day on-campus through our Campus Visit Program.