Yes, not doubt communication is key to better performance and great leaders know how to communicate really well. Silence means approval, doesn't it? Clearly communicated expectations are a must when trying to build your team. Let's move away from the formal review for a moment. Letting people know where they stand is all also about coaching, guiding, critiquing and certainly fits with Jack's Rule #1! These are things done daily. Now, how about the guy who is delivering but does not buy into the culture? Is he just making the hard numbers but doesn't support you in your efforts? What are the particular values that this person is missing? Is he redeemable from your point of view? Why or why not?
I am using the book for this course from: Jack Welch's - BECOMING A LEADER
Rank your people and the last 10%, you get rid of them with dignity is a direct quote from the legend himself, Jack Welch. Therefore, in a scenario where an employee is actually counterproductive to "your" goals for the organization, even if the employee is meeting the figures and numbers for the ...
This solution of 325 words discusses organizational culture and the case study of the rebellious employee. It provides an analysis of the rebellious employee's behavior and recommendations on how to deal with the situation. Reference used is included.