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@kafuw04:

❗𝕂𝕒𝕗𝕦𝕨 𝕨𝕣𝕚𝕥𝕖𝕣❗
❗𝕂𝕒𝕗𝕦𝕨 𝕨𝕣𝕚𝕥𝕖𝕣❗
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Region: AU
Saturday 26 September 2026 02:58:25 GMT
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ramzanmughal6842
M Jan Mughal :
🥰🥰🥰
2026-09-26 03:09:10
1
tnayatallah1212
TNAYATALLAH1212 :
🥰🥰🥰
2026-09-26 03:13:30
1
m.irfan.ch.240
ارفان چدڑ.240 :
[Heartwarming][Heartwarming][Heartwarming]
2026-09-26 03:15:59
1
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🚨 Handling the “poor performer”👇 It can be frustrating as a manager when it’s hard to get to the bottom of poor performance. When we display frustration in an unproductive way it disrupts safety in the relationship dynamic which will make it even harder to get to the bottom of things. Instead I would recommend the following: ▶️ Make sure they know you want to be supportive and see their potential ▶️ Let them know you need their help. This creates shared responsibility which is exactly the dynamic you ideally want to create. “I really need your help as I’m not sure how best to support as I’m mindful the solutions I’ve offered so far haven’t helped” ▶️ Rather than putting them on the spot ask them to have a think about what support they think would help. “Can you have a think overnight what help you think you need and bring some suggestions to your one to one tomorrow so we can come up with a plan together?” 💬 Have you ever been on either side of this? Share your experiences in the comments so we can learn from each other 😊 📌 Please be mindful that the perspective offered in this video is generalised and won’t fit every situation so please follow your instincts about whether this applies to your situation. You’ve got this! 💾 Save this for later ✈️ Share with someone who you think this could help 🚀 Follow for more management tips #worktips #leadershipdevelopment #difficultsituations #difficultpeople #work #corporatelife #emotionalintelligence #communicationskills #conflictmanagement #difficultconversations #managingpeople #managertips
🚨 Handling the “poor performer”👇 It can be frustrating as a manager when it’s hard to get to the bottom of poor performance. When we display frustration in an unproductive way it disrupts safety in the relationship dynamic which will make it even harder to get to the bottom of things. Instead I would recommend the following: ▶️ Make sure they know you want to be supportive and see their potential ▶️ Let them know you need their help. This creates shared responsibility which is exactly the dynamic you ideally want to create. “I really need your help as I’m not sure how best to support as I’m mindful the solutions I’ve offered so far haven’t helped” ▶️ Rather than putting them on the spot ask them to have a think about what support they think would help. “Can you have a think overnight what help you think you need and bring some suggestions to your one to one tomorrow so we can come up with a plan together?” 💬 Have you ever been on either side of this? Share your experiences in the comments so we can learn from each other 😊 📌 Please be mindful that the perspective offered in this video is generalised and won’t fit every situation so please follow your instincts about whether this applies to your situation. You’ve got this! 💾 Save this for later ✈️ Share with someone who you think this could help 🚀 Follow for more management tips #worktips #leadershipdevelopment #difficultsituations #difficultpeople #work #corporatelife #emotionalintelligence #communicationskills #conflictmanagement #difficultconversations #managingpeople #managertips
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