solving employee performance problems
solving employee performance problems

Solving Employee Performance Problems

Teams

Books

Check out our book: Solving Employee Performance Problems: How to Spot Problems Early, Take Appropriate Action and Bring Out the Best in Everyone, written by Brenda Hampel, Erika Lamont and Anne Bruce.

This will be your go-to book for all your employee performance situations and it is loaded with tools, templates and ready-to-use documents.

Solving Employee Performance Problems provides the tools you need to handle the most difficult employees—from the chronically late or distractingly dramatic to the disruptive, dishonest, or downright insubordinate.

Taking a heavy-handed approach to such behaviors might make you feel good for a little while—but using the measured, proactive techniques outlined in this book will be better for you, your staff, and your business. With Solving Employee Performance Problems, you’ll learn how to take ownership of your employees’ behaviors, master conversations about poor performance, conduct follow-ups, and ultimately generate:

  • Greater engagement and ownership of work
  • Higher levels of collaboration and productivity
  • Increased loyalty and retention rates
  • Gainful ROI from everyone who works for you

There’s a direct link between growth of individual employees and organizational growth. Use Solving Employee Performance Problems to be someone who manages proactively. It’s the only way to make a positive difference in the life of your employee—and make a positive impact on the future of your company.

More information about this book is available at Amazon.com.

Our team-connect Survey Process

 

We start with thoughtfully diagnosing the team’s current culture by using available data, assessments and interviews.

This provides the team leader with a clear view of what is getting in the way of the team’s success.

We design a series of structured team sessions that:

  • Share the team culture analysis
  • Give team members the opportunity to talk through both processes and behaviors that need to be addressed
  • Productively provide feedback to one another
  • Develop both team and individual commitments that will lead to the team’s desired state

 

Measure progress by leveraging CTD’s team-connect Survey to:

  • Drive accountability and measure progress by collecting team feedback specific to one another’s engagement and behavioral change
  • Provide the team’s leader with a clear understanding of what he/she and the team need from each other to enable and support the team’s success
  • Share team and individual survey result reports