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Respond to each post indiivaluly in your own words, minimum of twp paragraphs each, please.
Post 1
If I had a non-performing team member, I would use Maslow’s hierarchy theory to give the employee a sense of belonging, self-esteem, and self-actualization. I would set up a one-on-one with the team member and go over their current performance and give a briefing on the expected performance metrics. I’d ask questions to understand why they’re having difficulties in meeting the performance metrics. Sometimes people go through things in their life, and it spills over into their work. If that’s the case, I would show compassion but advise that not performing to company standards is not acceptable. Based on what the reasoning is I’d give remedial training to help solidify their weaknesses in their performance. I would listen to the team members’ viewpoints and then come to some type of consensus. I would then set up a plan of action and give clear expectations and consequences if the performance is below company expectations. Depending on what’s needed from the team member Id give weekly coaching or counseling if needed. After reviewing their progress over some time, I would reward them for their improvement or take the next steps if no improvements are made. If I don’t see any improvement, then we would go back to the drawing table or punish according to the performance.
