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By Hartmut Laufer (More) • Last updated on October 15.03.2023, XNUMX • First published on 26.05.2016/XNUMX/XNUMX • So far 6376 readers, 2679 social media shares Likes & Reviews (5 / 5) • Read & write comments
Performance dips are almost normal. However, if the demotivation lasts too long, then as a manager it is up to you to uncover the cause and Solution a DAK Bungalow.
performance drops in work life happen and they can affect anyone. However, you should recognize the causes of such lows and employees who are no longer fully involved in what is happening should be brought back to the table Team to fetch. This also includes overcoming temporary drops in performance through constructive approaches.
At least the conceivable one Alternatives - the separation from every employee who shows a drop in performance - is not recommended for various reasons. Personnel changes are always associated with unrest and friction losses. It means a lot of time and money to find suitable employees on the market.
In the long run, high staff turnover can also damage the image of a company Company sustained to damage. Especially when employers are no longer reliable partners for shaping their own Future are good or be noticed.
In the interests of humanitarian considerations, it is advantageous for the above-mentioned reasons alone to break down performance breaks or bad phases together, instead of separating one from the other. The best solution is to shape the existing workforce into an optimal team.
Follow 3 steps. For the necessary steps successfully To be able to apply, you should have a certain relationship of trust with your employees. This makes it easier for both sides to address problematic constellations.
An important prerequisite is also that you are able to support your employees even in difficult moments Esteem to signal. If there is a permanent lack of appreciation on your part, your counterpart will feel this. And a weak employee who has already been shaped in this way to be more convincing again Performance motivating them may prove difficult.
It is completely normal that not every employee in a company works with the same commitment at all times. Health restrictions, personal upheavals - both positive and negative - and professional disappointments can lead to fluctuations that are tolerable to a certain extent.
However, if poor performance lasts too long, then it is important to react. On the one hand, this requires your responsibility as a manager for the success of Tasks. On the other hand, this also requires fairness towards the other team members: the other employees can absorb individual failures temporarily, but this is not possible in the long term.
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Hartmut Laufer is a manager and author. After completing an apprenticeship in toolmaking, Laufer studied mechanical engineering and economics. He has held leading positions in various industrial and commercial companies and has written numerous successful management guides. All texts by Hartmut Laufer.
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