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old habits vs new practices
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old habits vs new practices
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Dear Colleagues,
I ask for your help:
What do you recommended to get that workers fail to perform as usual and adopt new practices and procedures?
Thank you in advance...
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Forums » Topic Forums » General Forum » old habits vs new practices
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old habits vs new practices
posted at 8/11/2010 4:41 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
What are you asking? Your question doesn't make sense.
Setting new policies and procedures won't usually get a badly performing employee to do much better UNLESS the reason is lack of P&Ps. But I often find that it is just an excuse and even with P&Ps the employee is still underperforming and needs to be terminated. Those that would work better with P&Ps will generally be smart enough to create their own! |
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old habits vs new practices
posted at 8/11/2010 5:47 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Let us assume for a moment the question is affected by an ESL issue.
Perhaps the question is; "when counseling a poor performer, how do I get them to adapt to new ways of doing things that will improve their performance?" Then we can respond with suggestions such as threats, coercion, bribes, torture, etc. In reality of course we can talk about good coaching as a means to change behavior. Using a combination of Socratic questioning coupled with a bit of hands on performance oriented training can bring a recalcitrant individual around. Of course an appropriate reward and punishment system must also be in place. Not performing to standards should have adverse consequences, exceeding standards should have rewards. Meeting expectations should be acknowledged as such. |
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old habits vs new practices
posted at 8/11/2010 10:20 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
HRPro, I think you might have done a better job than me interpretting that question. I agree that sometimes coaching/mentoring can help if it is truly a training issue. Oftentimes, though I have found that if it is an attitude, it is very very hard to change it. And sometimes it is just better to let that person find a job that is a better fit! |
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