šš¾ If this is your story - you won a year membership to Safe Space! šš¾
If you didnāt win, itās all good because I have some other fun things for you!
Like, Iām back in Vegas next month for EPIC. You can catch me:
š¤ Chatting about Gen Z with my friends at HiBob
šø Hanging out at the HiBob booth #410 - come by to meet up!
š„ On the pub crawl the first night
š° BONUS: Hibob is giving $200 off tickets with the promo code #10026
If you canāt make it to Vegas:
š§ The 2-part season finale of the I Hate it Here pod lands in your ears today. Last week we talked about the importance of pay transparency. This week Lulu Seikaly joins me to talk about pay transparency from a legal perspective. You donāt want to miss this!
Now, onto today. Your employees arenāt performing, what can HR do about it?
Thinking about taking your team global? You're not alone! There are a ton of benefits to hiring talent abroadā¦š
But, global hiring does come with its fair share of complications. š¤
Do I need a hiring strategy? How do I make sure my global team gets paid on time? What if I misclassify a worker? Where do I even start?! šµāš«
Donāt worry, Deelās got you covered.
In their free Guide to Global Hiring, you'll get a detailed rundown on attracting the right talent, implementing successful hiring strategies, and managing payrollāall in one place!
And with local experts in over 150 countries, 120 fully owned entities, and industry-leading compliance, Deel can help you hire top talent virtually anywhere.
So if youāre ready to unlock the full potential of global talent? š
Iāve had the dreaded performing convo more times than I can count. šš½
It usually goes like this:
Manager: Someone on my team isnāt performing.
Me: What feedback have you given them?
Manager: None. So should I fire them?
Me: No.
If youāve JUST had this conversation or one like it, I have something for you.
Todayās edition dives into how to get performance back on track. š
Two things you need to consider:
Whatās at play?
Whatās the plan?
Letās look at what I mean!
Whatās at play?
There are many reasons an employee may not be performing, like:
Lack of clarity in expectations: unclear expectations leading to uncertainty about what to work on. (most commonly at play!)
Skills and knowledge gap: the employee may not actually have the skills or knowledge to execute their tasks well.
Low motivation and engagement: an employee who isn't engaged may feel disconnected from their work and might not perform their best.
Poor work environment: ineffective leaders, toxicity, high stress, and interpersonal conflict can all negatively impact an employee and their performance.
Personal problems: an employee may be facing problems outside of work that end up impacting their performance. Things like family problems, financial stress, illness, etc.
Here are some of my favorite questions to ask managers to assess the situation:
What tasks or responsibilities does the employee struggle with?
What feedback, if any, has been directly shared with the employee?
Have you noticed any patterns or recurring issues?
How would you describe the employeeās engagement or motivation levels?
Are there any external factors that could be impacting the employee?
Have you observed any behavioral challenges or attitude issues?
Are there any obstacles or barriers that are preventing the employee from achieving their tasks and broader goals?
Have there been any changes to the employeeās workload or responsibilities?
Is there anything in the organization or team culture that could be influencing the employeeās performance?
What strategies do you think could be helpful to address the performance issues? (a great manager will have ideas here!)
š Something to look out for: some managers will instantly blame the employee rather than taking accountability.
Spoiler alert: A managerās job is to set their team up for success. Meaning if someone on their team isnāt performing it ultimately falls to the manager to take accountability.
Just sayinā.
Once you know what issues are at play you can work with the manager to set the plan.
Whatās the plan?
š I love a good plan when it comes to performance.
Now, some folks hear performance issues and instantly think - Performance Improvement Plan (PIP).
āTo PIP or not to PIP, that is the lifelong questionā¦
Hereās my take: Iāve seen PIPs leveraged more to CYA than toactually help the employee.
If you actually want to fix employee performance and retain talent you shouldnāt jump to a PIP.
Hereās a better plan:
Check in with the employee. I feel like this step is sometimes skipped but a good manager will want to know if thereās something holding an employee back. Creating a space for an employee to share their view of the situation creates trust. Nothing will wreck the situation faster than a manager comin in hot saying youāre not performing and completely lacking awareness of the situation. By doing this first prior to sharing feedback you might learn something that would impact the feedback being given.
Give actionable feedback directly to the employee. If the manager didnāt learn anything new during the check-in the next step is to share feedback about performance. The feedback must be actionable, feature examples, and discuss the impact. It should be delivered verbally and in writing. In writing is crucial because some employees may hear one thing and think another. When you follow up in writing you give the employee an additional way to process the feedback. And as shi**y as it sounds, in writing creates documentation that a conversation is being had about performance so no one is confused.
Check in weekly on the feedback. An employee wonāt change overnight, this will be a process. Checking in weekly helps ensure things are on the right track. The manager has the opportunity to celebrate changes being made, reinforce the behavior they desire, and continue to correct any behavior that needs to change.
Have a backup plan. If the employee does not respond to the feedback, the situation does not improve and the manager and you agree that enough effort has been dedicated, it might be time to consider something more serious. At this point, a lot of folks would move to PIP but some would also consider terminating. It comes down to your organizationās preference.
The bottom line: Some employees will not thrive in your environment.
The caveat: If you realize that the employees who arenāt successful in your environment all belong to underrepresented groups then something is wrong with your environmentā¦
Iām going to dive into that next quarter, so stay tuned.
š What Iām reading: The Idea of You. I caved. I had to read this before the film with Anne Hathaway came out. I liked it but had a hard time not thinking about One Direction. I think I missed the whole One Direction craze, probably too old for it TBH but I thought this book was Harry Styles fanfic??? Apparently, itās not. But once I thought about it, I couldn't unthink it. Ya know. Plus the ending kind of wrecked me.
šŗ What Iām watching: Girls5eva. How did it take me so long to watch this show?? Iām obsessed. I found myself cackling out loud. I love Sara Bareilles and Busy Phillips in this. Truly hysterical. You can catch me singing the theme song all week long. It's stuck in my head!!
šļø What Iām loving: These socks from Mother - the message made me laugh and Iāve never wanted a pair of socks more.
There is so much good music out right now - from new Maggie to Hozier and Bleachers!!
All I need is a new Haim album to make this year my favorite musical year since 2017!! That year Bleachers & Haim released two of my fave albums of all time.
I feel like Iām riding a music high.
This new Maggie song is EVERYTHING. Itās giving, iām ready for summer vibes mixed with Daisy Jones and the Six.
My fave part? And by the way the Knicks lost.
Youāll have to listen to get why!
That's all for this week! I hope you enjoyed this, please let me know what you think and what other topics you'd love for me to cover. I'm allll ears.
Reminder: Take care of yourself and know that I support you.
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