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Building Effective Teams, Handling Performance Issues

Scenario: The teams you are establishing need to have a way to deal with a poor performer. The basis of performance is to measure against agreed-upon objectives and to have periodic reviews during the course of the year. If a person's performance does not meet the expectations, some communication will be needed to get the person back on track.
Problem: Working in the setting of a global team, how would you as the HR Manager advise team members to deal with a performance problem? Include a number of the following items as well as issues you may add from your own experience: who would speak to the person - would it be an individual or a group; how would data be gathered on the poor performance; who would it be gathered from - other team members, customers; who will monitor improvement?
Describe how you think this should be handled.

Solution Preview

To deal with poor performance, first of all, the leader should discuss with the poor performer regarding the possible causes of such poor performance. The leader should provide full opportunity to the poor performance to explain his position. Once the causes of the poor performance has been known, the leader should strive to remove such issues in close consultation with other team members. Such discussion should be transparent and should focus on collaborating with each other to find innovative ways to remove such barriers to strong performance, rather than making it a session where everyone is blaming each other.

The leader should take the initiative to discuss with the concerned team member and provide him a platform wherein he can communicate ...

Solution Summary

Include a number of the following items as well as issues you may add from your own experience: who would speak to the person - would it be an individual or a group; how would data be gathered on the poor performance; who would it be gathered from - other team members, customers; who will monitor improvement

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