{"id":605,"date":"2019-11-21T11:46:05","date_gmt":"2019-11-21T11:46:05","guid":{"rendered":"https:\/\/sphereofinfluence360.com\/?p=605"},"modified":"2023-10-19T13:57:41","modified_gmt":"2023-10-19T13:57:41","slug":"how-to-use-communication-and-influence-with-low-performers","status":"publish","type":"post","link":"https:\/\/sphereofinfluence360.com\/nl\/how-to-use-communication-and-influence-with-low-performers\/","title":{"rendered":"How to Use Communication and Influence With Low Performers"},"content":{"rendered":"

Here\u2019s something every leader has encountered before \u2013 a struggling co-worker who\u2019s falling short of what you know they can deliver. They may be holding up your team\u2019s progress, missing crucial deadlines, or just not putting their heart into their role. <\/p>\n\n\n\n

Whatever the reason, low performance creates an uncomfortable situation in the workplace that we\u2019d all rather not have to deal with. But with the right approach to communicating, I\u2019ve found it\u2019s often possible to get an underperforming co-worker back on track with renewed interest, engagement, and motivation. <\/p>\n\n\n\n

Here are two steps you can use to take to open up a dialogue with someone whose performance is…wanting.<\/p>\n\n\n\n

Step 1: Change Your Mindset<\/strong><\/p>\n\n\n\n

Very often, we fall into the trap of focusing on the negative. We might notice that a co-worker isn\u2019t pulling their weight in particular aspect of their role \u2013 say Peter has consistently been impatient with his clients. A little concerned, we might start to become more attuned to other things he isn\u2019t performing very well at. <\/p>\n\n\n\n

\u201cHmmm,\u201d you might think, \u201cPeter\u2019s also been making quite a few errors in his reports…and his forecasts have been late for the past few weeks…\u201d<\/p>\n\n\n\n

Without our realizing<\/a>, a focus on the negative can turn into a vicious cycle, one in which we\u2019re quick to spot Peter\u2019s mistakes, focus on his slip-ups, and thus, overlook his accomplishments.<\/p>\n\n\n\n

Before you open up a dialogue with an underperforming co-worker, it\u2019s important to ditch the negative mindset. Try observing their behavior objectively, then ask yourself: What are 10 good things they do well? <\/em><\/p>\n\n\n\n

Is Peter a helpful and supportive mentor for your new staff? Is he on time, every time, to all your meetings? Perhaps he suggests creative ideas<\/a> that benefit the team? When it\u2019s time to talk to your co-worker, you\u2019ll likely find that a fresh, positive perspective sets the tone for productive communication. I\u2019m pretty sure your dialogue will be more constructive and solutions-focused than if you bring up a list of \u201cthings that are wrong.\u201d<\/p>\n\n\n\n

Step 2: Be Transparent<\/strong><\/p>\n\n\n\n

Say you\u2019ve asked Peter for a moment alone together, and it\u2019s time to start communicating. So how can you get on the same page and move forward together toward a collectively beneficial performance improvement?<\/p>\n\n\n\n

First of all, be clear about your goals \u2013 with yourself. A discussion about performance should be results-focused, and your ideal outcome should be to find a solution, not confront the other person. In other words, your intention will shape your communication. <\/p>\n\n\n\n

Second, be clear with your conversation partner or co-worker. Let them know why you\u2019re both there, and that you have a shared goal \u2013 to bring their performance back up to its usual high caliber. It helps to listen carefully to your colleague and really hear what they have to say. Do they have needs that aren\u2019t being met? Is there something else going on behind their behavior, and that you can help with? <\/p>\n\n\n\n

Conversations about performance rely heavily on situational leadership, and there\u2019s no one \u201ccorrect\u201d way to communicate throughout a feedback discussion. One of the most useful ways to adapt your style<\/a> appropriately is to be aware of the four different Leadership Styles within the Sphere of Influence 360: Instruct, Direct, Coach, <\/em>and Inspireren

<\/em>.<\/p>\n\n\n\n

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