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Tackling poor or under-performance is something that comes up a lot with managers I work with.

When I dig a bit deeper, I often find that the issues haven’t been confronted directly with the team member concerned. Instead, the issues are skirted around, leading the team member to conclude that all is A-ok.

A lack of confidence is the factor that gets in the way, coupled with a fear of potential fall-out.

So, if this sounds like you (or someone you know) then these six tips should help:

1. Plan ahead to keep things focused: I’m assuming you wouldn’t attempt to run a marathon without first putting in the prep. So, why is it that so many managers think it’s okay to go into a performance meeting with literally no prep?

If you know you’ve got a potentially difficult conversation to have with a team member about poor or under performance…

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