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Three motivational tips to transform your poor performer into a winning one

by , 19 June 2014
If the idea of dealing with poor performers scares you because you don't know where to start, you've come to the right place.

Today, experts behind the Practical Guide to Human Resources Management reveal three motivational tips to help you deal with a poor performer.

Here are their three tips...

Our experts recommend you use these three motivators to make your poor performers great

Tip #1: Make employees feel part of the organisation

According to the Practical Guide to Human Resources Management, employees who share the aims and objectives of your company work harder to achieve goals.

So make sure your values are in line with those of the majority of your staff members. If you don't stick to your stated values, your staff will become cynical and you'll lose their trust.

You can't afford to overlook the following two tips.

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Two more motivational tips to help you with poor performers

Tip #2: Tell employees what you expect from them

Give a good basic outline of the standard of work you expect.

Our experts always stress the importance of an induction programme. Use it to motivate your employees. In addition, have good performance contracts and regular discussions with your employees. These are also great motivators.

Tip #3: Make sure employees feel they're achieving

Operating in a vacuum scares most people, even those who are relative self-starters, warn our experts.

They recommend you share goals, strategies and vision and let employees know how they fit in and where they're going in their jobs and the company. This will motivate them and they'll focus on being better performers.

The little things like these tips as well as thanking your employees when they do well go a long way when it comes to dealing with poor performers. So use these tips – you'll see the difference.

PS: Do you have a poor performer?

Here's what you need to do to dismiss him correctly without landing at the CCMA.

Find out more here.



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