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10 Things A Smart Leader Does To Deal With Non-Performing Employees

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10 Things A Smart Leader Does To Deal With Non-Performing Employees

One of the most difficult parts of leadership is dealing with non-performing people. You have to do the difficult, painful work of discussing an employee’s shortcomings and then figuring out how to fix them.

Here are ten things a smart leader will not neglect when handling a non-performing employee.

1. They assess the long-term work habits of the employee.

There’s a big difference between an employee who consistently does not meet performance standards, and a good employee who has hit a slump. A good leader will be sure to look at each employee, and each employee’s situation, individually.

Use metrics, past reports, and work performance history, plus your own personal experience with the employee, to determine if you’re dealing with a consistent non-performer or with a stressful, unfocused, or overloaded time that is keeping a good, performing employee from doing well.

2. They listen first and talk later.

A good leader doesn’t assume that he or she knows the underlying causes of the non-performance. It’s time to call a meeting and listen. You may think you know the cause or frustration or bad habits, but until you hear it from your employee, you really can’t be sure.

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Sit down with your employee and ask how work is going. Ask for frustrations. Ask about problems. Ask about progress. Find out if your employee is aware of the performance issues or not.

3. They share specific problems and examples.

A smart leader knows that generic feedback is only going to frustrate and confuse a non-performing employee. Chances are that your non-performer is already overwhelmed and unsure of how to improve. Simply throwing out feedback like, “You really need to do better,” or, “Let’s make sure this next quarter is better than the last,” does not provide any specific, practical steps for your employee to take.

Instead, share specific ways that you want your employee to change and improve. Provide hard numbers for specific areas of responsibility so that your employee knows exactly what you are looking for and whether he or she is close to the goal.

4. They keep track of progress.

A smart leader knows that a single meeting or talk is not going to be enough to change old habits. If your employee has a long-term tendency to not live up to standards, it’s going to take time and ongoing help to change those habits.

In order to provide the right kind of help, you need to know what progress your employee is making and where he or she is still falling short. Keep track of the numbers and the performances in the specific areas you’ve given the employee to work on. The ones that are still below standards will show you where you need to step in and provide further help and instruction.

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5. They encourage.

Encouragement is important, especially when an employee is working hard to overcome old, bad habits or a stressful situation or particularly heavy workload. As you keep track of the progress your employee is making – or not making – look for areas where you can provide encouragement.

Encouragement is different than praise. Praise is a positive response to something already done or completed: “Great job on that report!” Encouragement is a positive response to something being done, something in progress: “You’re making good progress and I know that report is going to be great.”

6. They deal with the employee’s concerns.

A smart leader does not ignore the issues that an employee brings up. Instead, a good leader will examine the issues and determine what needs to be fixed or changed.

In your initial meeting with your non-performing employee, what were the problems, frustrations, or issues that he or she mentioned? Don’t blow them off as rantings of a lazy employee. Spend some time checking into things, and find out if the problems are real and how they can be solved.

7. They follow up regularly.

A good leader does not leave a troubled employee alone to figure out what should happen next. Since your employee is struggling, a regular check-in to talk about problems and progress is important.

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Your employee needs to know that you’re there to help and you’re also not going to forget and let them slide back into old habits. A regular follow-up meeting will allow you to give encouragement, to let your employee know you’re dealing with problems and issues, and to talk about how to keep improving in areas where progress is lacking.

8. They motivate.

A smart leader knows that sometimes self-motivation just isn’t possible. If your employee is dealing with personal issues, or feels overwhelmed by what is required of him or her, you need to help provide some motivation.

What does your employee care about? Is it money? More vacation days? More flexibility? Peer recognition? The opportunity to work on more intriguing projects? Find out what really gets your employee excited, and then help him or her see how improving performance can allow those things to happen. Sometimes we all need a dangling carrot to help us keep going forward.

9. They bring in training and resources.

A good leader will not leave an untrained or lacking employee alone to figure it out. Doing so will not only delay the performance you need, but will also frustrate and discourage your employee.

Sometimes you have great people who are willing to do the work, but simply are not equipped to do it. If there is training that needs to happen, schedule a time and place and qualified person to make it happen. If there are missing resources, or too few resources, do what you can to bring in more so that there are adequate supplies, tools, and knowledge for the job to be done.

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10. They know when to end it.

A smart leader does not avoid the inevitable. If you have worked with your employee, provided what is needed, dealt with the issues, and given good, specific feedback and follow-up, what’s left? If the employee is still not willing or able to perform, it might be time to end the working relationship.

It’s never fun to let someone go from a job, but if your employee is not fitted or interested in doing the work, you’re doing no one a favor by extending the employment. Free your employee – and yourself – to move on and make progress, even if that means parting ways.

Featured photo credit: Open Box via flickr.com

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Last Updated on August 25, 2021

Why Personal Branding Is Important to Your Career

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Why Personal Branding Is Important to Your Career

As a recruiter, I have met and interviewed hundreds of candidates who have no idea who they are.

Without a personal brand, candidates struggle to answer the question: “tell me about yourself—who are you?” They have no idea about who they are, what their strengths are, and how they can add value to the company. They present their CV’s believing that their CV is the key to their career success. In some ways, your CV still has its use. However, in today’s job market, you need more than a CV to stand out in a crowd.

According to Celinne Da Costa:[1]

“Personal brand is essentially your golden ticket to networking with the right people, getting hired for a dream job, or building an influential business.” She believes that “a strong personal brand allows you to stand out in an oversaturated marketplace by exposing desired audiences to your vision, skillset, and personality in a way that is strategically aligned with your career goals.”

A personal brand opens up your world to so many more career opportunities that you would never have been exposed to with just your CV.

What Is Your Personal Brand?

“Personal branding is how you distinctively market your uniqueness.” —Bernard Kelvin Clive

Today, the job market is very competitive and tough. Having a great CV will only let you go so far because everyone has a CV, but no one else has your distinct personal brand! It is your personal brand that differentiates you from everyone else and that is what people buy—you.

Your personal brand is your mark on the world. It is how people you interact with and the world see you. It is your legacy—it is more important than a business brand because your personal brand lasts forever.

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I have coached people who have very successful careers, and they come to me because they have suddenly found that they are not getting the opportunities or having the conversations that would them to their next role. They are having what I call a “career meltdown,” all because they have no personal brand.

A personal brand helps you become conscious of your differences and your uniqueness. It allows you to position yourself in a way that makes you stand out from the pack, especially among other potential job applicants.

Don’t get me wrong, having a great CV and a great LinkedIn profile is important. However, there are a few steps that you have to take to have a CV and LinkedIn profile that is aligned to who you are, the value you offer to the market, and the personal guarantee that you deliver results.

Building your personal brand is about strategically, creatively, and professionally presenting what makes you, you. Knowing who you are and the value you bring to the table enables you to be more informed, agile, and adaptable to the changing dynamic world of work. This is how you can avoid having a series of career meltdowns.

Your Personal Brand Is Essential for Your Career Success

In her article, Why Personal Branding Is More Important Than Ever, Caroline Castrillon outlines key reasons why a personal brand is essential for career success.

According to Castrillon,[2]

“One reason is that it is more popular for recruiters to use social media during the interview process. According to a 2018 CareerBuilder survey, 70% of employers use social media to screen candidates during the hiring process, and 43% of employers use social media to check on current employees.”

The first thing I do as a recruiter when I want to check out a candidate or coaching client is to look them up on LinkedIn or other social media platforms, such as Facebook, Instagram, and Twitter. Your digital footprint is the window that highlights to the world who you are. When you have no control over how you want to be seen, you are making a big mistake because you are leaving it up to someone else to make a judgment for you as to who you are.

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As Jeff Bezos, the founder of Amazon, once said, “Your brand is what people say about you when you are not in the room.”

In her book, Becoming, Michelle Obama writes about the importance of having a personal brand and her journey to defining her personal brand. She wrote that:

“if you don’t get out there and define yourself, you’ll be quickly and inaccurately defined by others.”

When you have a personal brand, you are in control. You know exactly what people will say about you when you leave the room.

The magic of a personal brand is that gives you control over how you want to be seen in the world. Your confidence and self-belief enable you to leverage opportunities and make informed decisions about your career and your future. You no longer experience the frustrations of a career meltdown or being at a crossroads not knowing what to do next with your career or your life. With a personal brand, you have focus, clarity, and a strategy to move forward toward future success.

Creating your personal brand does not happen overnight. It takes a lot of work and self-reflection. You will be expected to step outside of your comfort zone not once, but many times.

The good news is that the more time you spend outside of your comfort zone, the more you will like being there. Being outside of your comfort zone is where you can test the viability of and fine-tune your personal brand.

5 Key Steps to Creating Your Personal Brand

These five steps will help you create a personal brand that will deliver you the results you desire with your career and in life.

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1. Set Your Personal Goals

What is it that you want to do in the next five years? What will your future self be doing in the next five to ten years? What is important to you? If you can answer these questions, then you are on the right path. If not, then you have to start thinking about them.

2. Create Your Unique Value Proposition

Create your unique value proposition by asking yourself these four questions:

  1. What are your personality features? What benefit do you offer people?
  2. Who are you and why do people enjoy working with you?
  3. What do you do and what do people want you to do for them? How do you solve their problems?
  4. What makes you different from others like you?

The answers to these questions will give you the information you need to create your professional story, which is the key step to creating your personal brand.

3. Write Your Professional Story

Knowing who you are, what you want, and the unique value you offer is essential to you creating your professional story. People remember stories. Your personal story incorporates your value proposition and tells people who you are and what makes you unique. This is what people will remember about you.

4. Determine Which Platforms Will Support Your Personal Brand

Decide which social media accounts and online platforms will best represent your brand and allow you to share your voice. In a professional capacity, having a LinkedIn profile and a CV that reflects your brand is key to your positioning in relation to role opportunities. People will be connecting with you because they will like the story you are telling.

5. Become Recognized for Sharing Your Knowledge and Expertise

A great way for you to promote yourself is by sharing knowledge and helping others. This is where you prove you know your stuff and you gain exposure for doing so. You can do this through social media, writing, commenting, video, joining professional groups, networking, etc. Find your own style and uniqueness and use it to attract clients, the opportunities, or the jobs you desire.

The importance of having a personal brand is not going to go away. In fact, it is the only way where you can stand out and be unique in a complex changing world of work. If you don’t have a personal brand, someone will do it for you. If you let this happen, you have no control and you may not like the story they create.

Standing out from others takes time and investment. Most people cannot make the change by themselves, and this is where engaging a personal brand coach is a viable option to consider.

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As a personal brand coach, working with my clients to create their personal brand is my passion. I love the fact that we can work together to create a personal story that defines exactly what people will say when you leave the room.

Other People’s Stories

Listening to other people’s stories is a great way to learn. In his article, 7 TED Talks About Personal Branding, Rafael Dos Santos presents the best Ted Talks where speakers share their stories about the “why,” “what,” and “how” of personal branding.((GuidedPR: 7 TED Talks About Personal Branding))

Take some time out to listen to these speakers sharing their stories and thoughts about personal branding. You will definitely learn so much about how you can start your journey of defining yourself and taking control of your professional and personal life.

Your personal brand, without a doubt, is your secret weapon to your career success. As Michelle Obama said,

“your story is what you have, what you will always have. It is something to own.”

So, go own your story. Go on the journey to create your personal brand that defines who you are, highlights your uniqueness, and the value you offer to the world.

Featured photo credit: Austin Distel via unsplash.com

Reference

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