If you’ve managed teams, then statistically speaking, you’ve managed underperformers. Having someone on your team not pull his or her weight is not only incredibly frustrating, but it also makes it harder to hit goals—which, as you’ve surely stressed about, reflects badly on you.
But rather than set up yet another meeting, have you asked yourself how you contributed to the underperformance?
Yes, this is your employee’s fault—but it’s also on you. Like any relationship, it’s a two-way street. And while everyone works together differently, there are a number of places where your style, attention (or lack thereof), and communication may have been a contributing factor.
After listening to my fellow managers candidly discuss the lessons they’ve learned along the way, I’ve rounded up some of the most common mistakes, and the first step to turning them (and your employee’s performance) around.
Source - Read More at: www.themuse.com
My favorite articles are the ones that outline a problem, and then offer a solution.
A good key in coming to the realization that your management style may have room for improvement, is if you have multiple team members all suffering the same shortcomings.
IN this short article, you will see the 6 most common signs that an employees poor performance can be directly attributed to his or her manager, and most importantly, what you can do to improve your management style so that your direct reports have every chance possible to meet and exceed your expectations.