Talking to employees about problem performance, and getting them to change is hard – unless you do four things very well. Here’s what I wish everyone knew about addressing unacceptable employee performance.

1. You have to have a plan; otherwise, you’ll get off track, and your employees won’t make changes.
2. Coach like a coach. Don’t try to be friends with employees. Your job is to bring out their best.
3. Get agreement. You can’t fix a problem that doesn’t exist in the mind of your employee. Help employees see the impact of their performance.
4. Don’t accept excuses. Whining, blaming, and justifying are common defense mechanisms. Don’t let excuses fly.

I’m walking you through these 4 points so you can nip unacceptable performance in the bud.

You get the behavior you tolerate. So, if your employees aren’t friendly, helpful, and showing empathy, you have to ask yourself, Have I been tolerating poor performance? Are you having conversations with your people about unacceptable performance? Are you coaching and holding employees accountable? If you want to see change, you have to set expectations, have coaching conversations, and be willing to deal out consequences.

Putting An End To Unacceptable Performance

Nipping unacceptable behavior or performance in the bud comes down to you doing four things. 1) You have to set clear expectations. 2) Then you must commit to addressing all issues that don’t meet your expectations. 3) You have to prepare in advance for coaching conversations, so you’re focused and confident. 4) And finally, you’re going to have to be willing to launch disciplinary actions for people who continue not to meet performance expectations.

1. Setting Clear Expectations