3 Ways to Deal with Poor Performance Constructively

(3 customer reviews)


Most employees think they are performing better than they are. Most employees can perform significantly better than they are. This This Real Time Learning Module will give you three effective ways to Dealing with Employee Performance Problems. Each is designed and proven to motivate people to improve. Not to make them defensive. This includes:

  • A Leadership Performance Assessment to identify your strengths and growth areas.
  • An action-packed article to ground you in helping and motivating employees.
  • Video training that describes three ways to help employees to proactively improve performance.

Finally, this RealTime Learning & Training 30-minute microlearning module focuses you on proven and practical steps that will improve your capabilities and that of your team.

3 reviews for 3 Ways to Deal with Poor Performance Constructively

  1. Patrick Loke

    To me, the workbook serves as different learning needs for different types of learners. I can’t find the write-up for The Leadership Mindset in Dealing with Performance Issues, 10 Examples of Poor Performance, 3 Proven Methods for Dealing with Poor Performancebelow, although I can only find it inside the video. Just for your consideration. Thanks.

    • Rick Conlow

      Thanks for the feedback Patrick. We will check it out.

  2. Patrick Loke

    Fully agree with you. I used to have a quadrant, Willingness Vs Capability, the Willingness part is the attitude or other factors that restrain the employee’s output contribution, whereas the Capability is much easier to solve, which is to enhance the training and development for the employee. Important is the 2-way trusting communications to share out the concerns between the 2 parties and wholeheartedly willingly to cooperate to resolve the issues.

  3. Dickson Sedzi

    Learning is always a good way to improve bad performance. This reminds me of the LUTI model explained in another training course by Rick.

    • Rick Conlow

      Thanks Dickson!

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