No matter how well you screen potential employees during the interview process, you will still undoubtedly run into employees who have a poor attitude or who fail to achieve performance standards.

Whatever their reason for poor job performance and/or attitude, you will be happy to know that there are steps you can take to improve employee performance and attitude. To make this possible, it is essential for your supervisors to receive performance management techniques training. The more your employees understand what is expected of them and how those expectations are connected to the company’s “big picture,” the more likely you will be to achieve the desired results.

By having your supervisors participate in performance management techniques training, your managers will learn fundamental performance management strategies, as well as strategies that are specific to your workplace. These strategies can then be translated into departmental, group and individual employee performance that tie into the overall organization’s objectives.

By learning a variety of performance management techniques, your managers will be able to…

• Reduce workplace conflict
• Increase managerial consistency
• Foster increased cooperation between employees and management
• Improve overall management – employee communication
• Prevent emotionally charged situations from developing into arguments – or worse
• Increase managerial confidence in handling employees who are failing to meet performance standards
• Develop plans for handling employees who are failing to meet performance requirements
• Determine when it is safe to formally discipline employees who have a negative attitude or are failing to meet performance minimums
• Learn how to safely document when an employee is exhibiting a bad attitude or is failing to meet performance standards
• Create a motivational work climate
• Recognize warning signs during the interview process to avoid problems down the road

In short, an effective performance management techniques training will help you develop strategies that span from the hiring process to employee termination (when necessary).

By taking proactive steps to prevent problems from developing and implementing a clear, strategic plan after problems do develop, you will have a better chance of getting problem employees back on track. For those employees who simply will not improve their attitudes, or who continue to fail to meet required performance standards, the documentation generated through proper performance management will ensure your company is protected if termination becomes the necessary step.