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Thursday 03 September 2026 10:00:36 GMT
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locathunknown
idk :
dikira robot kali gapunya perasaan
2026-09-03 14:00:11
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manchesteritsred1
S4ann★ :
one
2026-09-03 10:23:25
1
alwaysdikaa2
lah dika jir :
"udah lupain" lupa
2026-09-03 13:00:54
0
sammm7721
samm 𖣂 :
serba salah
2026-09-05 06:59:10
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zzeyaa7_28
zeya suka kucing :
real bgt fak
2026-09-03 10:37:27
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h4mz90
𝟗𝟗 Hamm :
Ga usah di liatin keliatan😅
2026-09-04 18:53:14
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gg29879
GG :
🥰🥰🥰🥰🥰
2026-09-04 14:59:49
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🧠 Handling the “poor performer” It can be frustrating as a manager when someone’s performance slips—but you’re not quite sure why. And when we express that frustration in a way that feels critical or unproductive, it can erode psychological safety. That only makes it harder to get to the root of the issue. Here’s a better way to approach it: ▶️ Start by showing belief in their potential Let them know you want to support them—not catch them out. ▶️ Invite shared responsibility This changes the dynamic from “I’m fixing you” to “we’re solving this together.” for example: “I really need your help, as I’m not sure how best to support you—and I know what I’ve suggested so far hasn’t helped.” ▶️ Give them time to reflect Putting someone on the spot rarely leads to insight. Try this instead: “Can you take a bit of time to think about what would help—and bring some ideas to our one-to-one tomorrow?” Have you ever been on either side of this? I’d love to hear what worked (or didn’t) in the comments. ➕Follow Claire Benjamin for practical strategies on handling tricky work situations 📌 Please note the advice offered in this video is generalised and will not fit every situation. There are different ways this situation could be approached so please use your own judgement and adapt it to suit your own situation #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #communicationskills #communicationskills #difficultconversations #managingpeople #managertips
🧠 Handling the “poor performer” It can be frustrating as a manager when someone’s performance slips—but you’re not quite sure why. And when we express that frustration in a way that feels critical or unproductive, it can erode psychological safety. That only makes it harder to get to the root of the issue. Here’s a better way to approach it: ▶️ Start by showing belief in their potential Let them know you want to support them—not catch them out. ▶️ Invite shared responsibility This changes the dynamic from “I’m fixing you” to “we’re solving this together.” for example: “I really need your help, as I’m not sure how best to support you—and I know what I’ve suggested so far hasn’t helped.” ▶️ Give them time to reflect Putting someone on the spot rarely leads to insight. Try this instead: “Can you take a bit of time to think about what would help—and bring some ideas to our one-to-one tomorrow?” Have you ever been on either side of this? I’d love to hear what worked (or didn’t) in the comments. ➕Follow Claire Benjamin for practical strategies on handling tricky work situations 📌 Please note the advice offered in this video is generalised and will not fit every situation. There are different ways this situation could be approached so please use your own judgement and adapt it to suit your own situation #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #communicationskills #communicationskills #difficultconversations #managingpeople #managertips

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