DECEMBER 22

In your eyes, the glass should be 80 percent full.

WHEN CORRECTION IS NECESSARY

While recognition can be difficult for some leaders, correction is usually even harder.

Here’s a simple formula that will make discussing performance enhancement much more positive and productive. Begin on a positive note by discussing specific areas where employee performance meets or exceeds expectations. In very precise terms, describe the one behavior that requires correction. (Resist the impulse to pile on by mentioning other failures.) Outline exactly what he is doing wrong. Then give him a detailed description of how it should be done to meet expectations. Be very explicit. End by once again expressing your appreciation for his contributions to the team.

REMEMBER: 

When meeting to discuss performance issues, your discussion should be 80 percent positive and only 20 percent negative.