What to do when an employee is not meeting expectations

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You’ve probably been there before—an employee who just isn’t meeting your expectations. 

Maybe they’re not working up to their potential, or maybe they just don’t seem to be fitting in with the team. Whatever the reason, this can be a real challenge for any boss.

What’s the most suitable approach for an underperforming employee? Do you give them a chance to improve or do you terminate them right away? How do you balance your own needs with those of the team?

Let’s discuss some of the best ways to manage an underperforming employee and help them get back on track.

Understand the why

Before you do anything, try and understand the reason why the employee is underperforming. 

Maybe they’re overwhelmed and need more help. Or maybe they just don’t have the skillset for the job and need to be reassigned to a position that’s a better fit.

Whatever the reason, address the issue as soon as possible since ignoring the problem will only make it worse in the long run.

Set clear expectations

Setting clear expectations means sitting down with them and outlining what you expect from them, both in terms of performance and behavior.

Make sure that you’re specific in your expectations and that you have a timeline in place for meeting those expectations. And be prepared to hold them accountable if they don’t meet your standards.

It’s also good to keep communication open throughout the process. Check-in with them regularly to see how they’re doing and offer support when necessary. Remember, you want them to succeed, so you need to be on the same page as far as what’s expected of them.

Have regular check-ins
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Having regular check-ins with your employees is a good way to address the situation head-on, and it also shows your employee that you’re interested in their progress.

During these check-ins, you should be prepared to discuss the following:

  • What is wrong
  • What they need to do to improve
  • The consequences of not meeting expectations
Coach and provide feedback

Coaching can be done in several ways, but you must be specific and direct. Try to avoid generalizations, and make sure your expectations are transparent.

If the employee is not meeting your expectations, let them know. And be prepared to offer assistance to help them meet those set goals. Sometimes all an employee needs is a little poke or push as a wake-up call.

What to do if an employee doesn’t improve after a year

You’ve tried giving them feedback, setting goals, and even providing training, but your underperforming employee still isn’t meeting expectations.

What do you do now?

It’s time to sit down and have a serious dialogue. Start by describing the situation and be straightforward about the fact that they’re not meeting the standards of the company.

Let them know that you’ve been patient, but it might be time to consider letting them go. Be sure to have a solid plan in place before you share that decision. You don’t want to just get rid of them without giving them chances to improve.

Every boss deals with underperforming employees at some point. It’s not an easy situation, but there are ways to manage the problem effectively. First, sit down with the employee and discuss the issues that have been noticed. If the problems persist after a year, it may be time to take more drastic measures. Sometimes it’s necessary to let an employee go if they cannot meet the standards of the company. However, make sure you have exhausted all other options before taking this step.

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How to make a good impression in a group interview setting

a group of interviewees waiting

You’re invited to a group interview.

You’re excited and nervous all at the same time. You want to make a great first impression, but you’re not sure how to stand out from the other candidates.

Don’t worry, we’re here to help. In this post, we will give you some tips on how to make a good impression in a group interview setting and stand out from the competition.

Arrive early

Be sure to arrive early.

This gives you a chance to scope out the room, meet the other candidates, and collect your thoughts. It also shows the hiring manager that you’re taking the interview seriously and that you’re respectful of their time.

Plus, arriving early gives you a little extra time to calm your nerves.

If you’re feeling jittery, take a few deep breaths and remind yourself that you’re there for the opportunity to share your experience. The hiring manager is not a monster—it’s not the end of the world even if there are minor slip-ups.

Make eye contact

Making eye contact shows that you’re engaged in the conversation.

It’s also a good way to connect with the other interviewees. By looking them in the eye, you show that you’re willing to build a rapport with them.

And that’s something that can come in handy down the road if you’re offered the job alongside another candidate.

Speak slowly and clearly

a smiley interviewee

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Speaking slowly and clearly will help you be heard and make a good impression.

If you’re not sure what to say, try to focus on answering the questions that are asked of you. Don’t try to hijack the conversation or offer up too much information.

Just stick to the point and you will be fine.

How to follow up after the session

Following up with the interviewer(s) as soon as possible demonstrates your proactiveness.

First, send a personalized email to the interviewers. Thank them for their time and mention something specific about the conversation. You could also attach your resume and reference letters to the email.

If you haven’t heard back from the company within a week, reach out to the recruiter again to follow up. Be sure to be polite and professional, and always thank them for their time.

You want to make sure that you stand out positively during a group interview. You don’t want to be the one who is quiet and doesn’t say anything. Here are a few ways to make a good impression: make eye contact, listen carefully, and ask questions. Be prepared. Make sure you know as much as possible about the company and the position you’re interviewing for. And lastly, be yourself. Don’t try to be someone you’re not. The interviewer wants to get to know the real you, not who you think they want you to be. By following these tips, you will be sure to make a good impression in any group interview setting.

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How to create a high-performing team that outperforms the competition

team meeting

Creating a high-performing team is not something that happens overnight.

You need to set the tone, establish trust, and provide the necessary tools and resources. But most importantly, you need to be willing to lead by example.

In this article, we will discuss the steps you need to take to build a high-performing team that outperforms the competition. We will also provide some tips for maintaining that level of success over time.

Create a team charter

You and your team need to be on the same page if you want to create a high-performing team. 

That’s why it’s necessary to develop a team charter that outlines the team’s purpose, roles, and responsibilities. This document should be collaboratively created and should serve as a guidepost for how the team should operate.

The team charter should also define what success looks like for the team and how it will measure progress. This will help the team stay focused and constantly strive to improve.

Choose the right mix of team members

You’ve probably heard that a high-performing team has the right mix of skills and personality types.

But how do you go about choosing the right people for the team? First, take a look at the skills that are necessary for the job. Make sure you have people on the team who have the skills to do the job. But don’t stop there. You also need team members with complementary personalities.

For example, if you have a team of all analysts, you might be in trouble. They will all be great at analyzing data, but they might not be so great when it comes to getting campaigns launched. On the other hand, if you have a team of all-doers, they might not be so great at strategizing and looking at things from different angles.

The key is to have a mix of people who can bring different skills and perspectives to the table.

Hold regular team meetings and establish clear communication channels
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You need to hold regular team meetings to keep everyone on the same page.

This is a time to share updates, discuss goals, and troubleshoot issues. But meetings can only be effective if everyone can communicate effectively. This means establishing clear communication channels and making sure that everyone is heard.

Encourage team members to give feedback

Constructive criticism is essential for growth, and when team members feel comfortable giving feedback, it can help boost performance significantly.

But be sure to set the ground rules first.

Make sure everyone understands that feedback is given in the spirit of improvement and that there will be no finger-pointing or personal attacks. Then, encourage your team members to speak up when they see someone not pulling their weight or when they think there’s a better way of doing things.

Create an environment where everyone feels comfortable giving and receiving feedback. When team members feel like they’re a part of the process, they’re more likely to put in their best effort and help the team achieve its goals.

Celebrate team successes and failures

When your team knows that you’re there to support them, they will be more likely to take risks and push themselves to their limits.

But it’s also good, to be honest with them. If they fail, don’t be afraid to point out where they went wrong and help them learn from their mistakes. That’s how they will improve and become a top-notch team.

There’s no question that building a high-performing team is essential to success. But it’s not always easy. If you want your team to outperform the competition, you need to put in the effort. As we close, here are four takeaway steps to help you build a high-performing team: set clear goals and expectations, encourage creativity and innovation, promote collaboration and teamwork, and foster a positive and supportive environment. Good luck!

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Don’t let them drive you crazy: Dealing with gaslighting in the workplace

woman terrified by her boss

You suspect that your boss has been gaslighting you.

He’s been making little comments that seem off, but you’re not sure if you’re just being paranoid.

You don’t want to make a big deal of it if it’s just in your head, but you can’t help but feel like he’s been messing with your mind.

If this sounds familiar, you’re not alone. Many people have faced gaslighting in the workplace, and it can be a challenging thing to deal with. But remember that you have power in this situation. You can choose how to react, and you don’t have to let someone else control how you feel.

What is gaslighting?

You might not have heard of the term gaslighting before, but there’s a good chance you’ve experienced it. Gaslighting is a form of manipulation used to control and confuse victims. The goal of gaslighting is to make you doubt your reality.

Are you being gaslit at work?

So you think you’re being gaslit at work? Believe it or not, it’s more common than you might think. But how can you be sure?

Here are a few signs that you’re being gaslit:

  • You’re constantly second-guessing yourself.
  • Your boss or colleague is constantly undermining your work.
  • They’re always turning things around on you so that it seems like you’re at fault.
The impact of gaslighting in the workplace
stressed man at work

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Here’s what it feels like:

You’re not sure what’s going on. One minute, you think you’re doing a great job and the next, you’re being told that you’re screwing up. Everything you do is questioned and no matter what you say, it’s never good enough.

You start to feel like you’re going crazy.

You’re not sure who to trust or where to turn to. You isolate yourself from your coworkers because you’re embarrassed about what’s happening at work. And you start to doubt yourself more and more with every passing day.

This is gaslighting in the workplace.

It’s a form of manipulation where a person lies or uses false promises to make you question your sanity. And it can happen due to a superior or colleague. If this is happening to you, know that there are steps you can take to deal with gaslighting in the workplace and reclaim your sanity and dignity.

How to protect yourself from gaslighting in the workplace

When you think about it, it’s pretty scary.

Workplace bullies are deliberately trying to make you doubt your mind, and they’re succeeding. So what can you do to protect yourself?

Here are a few tips:

  • Seek support. Talk to your friends and family about what’s going on. They can offer emotional support and an outsider perspective.
  • Don’t hesitate to speak up. If something doesn’t seem right, say something. The more you stay silent, the more power the gaslighter has over you.
  • Document everything. Keep a journal of the events that occur, as well as any conversations that take place. This will help to back up your story with your HR manager if things get ugly.

When someone gaslights you at work, it can feel like they’re driving you insane. But you’re not alone. There are things you can do to deal with gaslighting in the workplace. First, understand what gaslighting is and how it works. Then, establish some boundaries. And finally, learn how to recognize the red flags of being gaslit. Fighting against gaslighting in the workplace can be hard, but it’s not impossible. With some courage and determination, you can get through it and come out stronger on the other side.

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Striking a balance: How to talk just enough, but not too much, during an interview

talking during an interview

It can be tricky to strike the right balance between talking too much and talking too little during an interview.

On one hand, you don’t want to come across as someone shy or unwilling to share. On the other hand, you don’t want to overwhelm your interviewer with too much information.

So, how can you make sure that you share just enough information without going overboard? An interviewer wants to get to know you, but they also need to know that you’re the right fit for the job. You need to find a way to balance your need to talk about yourself with their need to learn more about you.

The importance of talking during an interview

You want to show the interviewer that you’re engaged and interested in the role. But you also don’t want to talk too much.

Why is that so?

Because if you talk too much, you may start rambling and lose focus. And the interviewer will start to wonder why you’re not paying attention to their questions. But if you don’t say enough, the interviewer will think you’re not that keen on the role or that you don’t have anything valuable to contribute.

So how can you strike the perfect balance? Well, read on.

How to know if you’re talking too much

How can you tell if you’re talking too much? Here’s a quick checklist:

  • Are you monopolizing the conversation?
  • Are you talking more than your interviewer?
  • Are you talking about yourself more than you are asking questions about the company or the role?

If you answer yes to any of these questions, then you may need to readjust. Try to focus on listening more and sharing only the most relevant information.

How to know if you’re talking too little
listening during an interview

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Are you worried that you’re not talking enough during your interview? Here are a few signs that you might be:

  • You’re not asking any questions.
  • You’re not giving any examples of your past work.
  • You’re not talking about your skills and experience in handling projects.

If you’re exhibiting any of these behaviors, it’s a sign that you might be talking too little. Try to engage more with your interviewer and share more information about yourself.

Tips for speaking the right amount

Here are a few tips for striking the right balance:

  • Listen carefully to the interviewer. They will ask you questions, so answer them.
  • Keep your answers concise. You want to respond to the question, but you don’t want to drone on and on.
  • Don’t just talk about yourself. The interviewer wants to get to know you, but they also want to know what you can do for the company. So make sure to share how you can contribute as a new hire.

When it comes to job interviews, striking a balance between talking too much and talking too little can be difficult. On one hand, you don’t want to monopolize the conversation and end up talking more than your interviewer. On the other hand, you don’t want to say too little and make it seem like you’re not interested in the position. So what’s the right amount to talk? As a general rule, aim to share about three or four thoughts or stories during the interview. Remember to relax and take your time—you don’t want to rush through an interview and wind up saying something you would regret later.

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