Remember that the goal is not to punish the guilty, but to try to understand the real state of affairs, identify the reasons for what happened (failure to achieve academic performance, poor quality of work, conflict, etc.), help and support the employee, if necessary, allocate additional resources to eliminate the “sagging” indicators.
Listen to your subordinate. will always give the floor to the person (or all parties to the conflict). Find out what caused what happened. Ask how your colleague sees the solution to the problem, what he needs to improve his performance. It happens that a person cannot immediately give a clear and balanced answer: he is under pressure, fatigue, anxiety, health, and other factors are taking their toll. In such a situation, do not insist and do not switch to negativity. Perhaps you need to give time and listen to the interlocutor again.
Critical statements. Our recommendations: be as objective malaysia email list as possible, keep a level tone, rely on common sense and real facts. You want to calmly figure out what prevented high-quality work and how to resolve the problem with minimal losses for the company and for the employee.
Conclusion of the conversation. At the end of good communication between the subordinate and the boss, there remains a feeling of mutual understanding and respect, a sense of one team (interest in each other's success), as well as tools for action to resolve the situation. After leaving the boss's office, the employee should not have a feeling of resentment and violation of personal boundaries. On the contrary, as a result of constructive feedback, he will know his value to the company and will receive motivation for further achievements.