201 Ways to Turn Any Employee Into a Star Player by Casey Hawley

By Casey Hawley

The in simple terms source a supervisor must flip an issue worker right into a best performer

201 how one can flip Any worker right into a megastar Performer arms managers with the suggestions they should take care of the whole variety of worker problems--including tardiness, low-quality paintings, consistent complaining, and lots more and plenty extra. advisor Casey Hawley's special approach to body of workers difficulties replaces harsh self-discipline with confident, goal-oriented strategies that flip failing staff into workforce gamers. this easy consultant provides managers the instruments and coaching to:

  • Identify difficulties earlier than they develop into critical
  • Develop the paintings of confident suggestions
  • Deal with protective reactions from staff
  • Understand which difficulties must be controlled and which of them do not
  • Uncover the reason for an issue and aid an worker discuss it
  • Foster dialogue in staff clash events • Create objectives for worker development
  • Follow up on worker growth

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Extra info for 201 Ways to Turn Any Employee Into a Star Player

Sample text

Teams resemble families, and a great performer’s teammates will resent the attention that a star receives. The manager will be left to manage the problems that result. The following interventions address these challenges. Interventions • Try peer coaching. Peer coaching offers the best strategy for heading off this problem early. Peer coaching is based on the unequivocal fact that every employee has a strength—somewhere. Pairing up employees to coach each other in their areas of strength builds strong teams in these ways: • Each employee becomes invested in his partner’s success.

Peer coaching allows team members to interact in different ways and collaborate in a more intentional and work-related way. • Peer coaching aids in acknowledging all team members for their varied strengths. • Make the great employee the team leader. In some cases, acknowledging up front that the great employee has a different role takes some of the ongoing sting out. Dotted-line leaders always have a harder time getting support than officially designated leaders. GREAT EMPLOYEE PROBLEM 4: YOUR GREAT EMPLOYEE KNOWS MORE THAN YOU DO Some intellectually superior or highly skilled employees find it difficult to report to someone of lesser intellect or skill.

Performance appraisals and development plans build stellar performance that lasts and improves each year. The benefits of these two initiatives are of enduring value and well worth the extra time that a manager invests; payback from these efforts is realized year after year. THE PERFORMANCE APPRAISAL The performance appraisal takes the goals created with the employee and evaluates how the employee is performing relative to those goals. Just like the goal-setting session, the performance appraisal is a joint effort between the employer and the employee.

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