Using a Corrective Discussion
Typically, it's best to assume that an employee is not purposefully performing less than expected. He/she may simply need clarification of what’s expected, some additional guidance, or to understand the importance of following policy and meeting expectations. Generally, most performance challenges can be resolved during this second action, the corrective discussion.
| Type: | Video Vignettes ID:1868 |
|---|---|
| Learning Paths: | Leadership, Personal Performance |
| Main Topic: | Communication |
| Other Topics: | Leadership, Assessing Performance, Problem Resolution |
| Competencies: | Manage Performance, Managing for Peak Performance |
| Suggested Industry Usage: | Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality |
| Subject: | Using Corrective Discussion for Performance Issues |
| Source Program: | Once and For All: Resolving Performance Challenges™ |
| Languages: | English |
| Trainer Comments: | A manager’s role in a corrective discussion is to be: confident in the employee’s ability to improve, enthusiastic, respectful, supportive, well-informed, a clear communicator and a good listener. |
| Licenses: | Full, Professional TAG License, Standard TAG License, ASP Full |
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