Well, here are some quick tips on how to find out the root of the issue, deal with your business and take care of it as you need to. It is one thing to care about your staff however you must set ground rules for the business and encourage peak performance.

1.            Identify barriers to the performance. Is the employee lacking in a specific area. Can they learn a new skill that would help and encourage them to become a greater contributor to the team. Are they happy with their role in the company? Are they possibly looking for more responsibility or are they simply over stimulated and just can’t keep up. Do you have regular reviews with staff to see if they are fulfilling what are their strengths and what they do well. This is best done at the beginning, and even during the interview stage however can be done at any point.

2.            Focus on the behaviour not the person. Do your best to look at the specific performance issues and not the person. What is the behaviour, lack of interest – which could simply be due to the person not in a role that speaks to her/his skill level. Perhaps they are better suited to be in a management position and they are in reception and this is the cause of the unhappiness. Check for the underlying items that may be overshadowed by the person.

3.            Encourage behaviour change- It’s all in your words and how you address this issue. Show your stripes, and position, but with grace. One way to address a late situation for example could be this; You know you have been consistently late and this is not acceptable. Or you could address what behaviour we want by saying, “I noticed that you were not at your desk on time this morning this has been the 4^th time. This concerns me because when you are not here others have to carry your load, I need you to be here at 8 am everyday, is there something that is preventing you from doing that?”  This way it opens the communication and the employee does not feel challenged but valued while still being told they need to be there on time.

4.            Empower staff. Give your employee a role and let her do her job. When we release a project to the team once the requirements are explained, let them do their job, that is when people shine. Letting them take charge and make it work gives them a sense of responsibility and makes them accountable not only to you but themselves which in the end creates more respect all around.

5.            Recognize staff. Honor a job well done. Regardless of if we are busy, our employees need us. They need direction, communication, respect, and understanding. They also in return need to show respect and fulfill their role in the company.

In the end if all these items are tried and the behaviour of the employee does not change….well you know what to do. However more often than not, communication is the thing that is missing and once that is solved, many issues will be resolved.

WANT TO USE THIS ARTICLE IN YOUR E-ZINE OR WEB SITE? Feel Free. Simply include this blurb with it:Darcelle Runciman is Author, Mentor and CEO of DarcelleRunciman.com.  Darcelle  mentors entrepreneurs and small business owners how to use systems and their brilliance to increase their profits and create mo*ney making businesses by showing you steps to take to gain clarity and retain that balance that we all strive for. Darcelle works with groups, through tele-classes, through her online products, and her Adventure Mentoring Programs. For more information visit www.darcellerunciman.comand sign up for her Fr*ee audio on 12 -Tips to Profiting in Business, and her Fr*ee Ezine “Inspired Business”.