Every team has a worst employee. When you improve your worst employee, you increase overall team performance, usually by a lot more than the contribution of one person.

Any manager with people skills can improve their worst team member. You just need to know what to do and take action.

I share 7 practical proven actions to improve your worst team member quickly

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One of the most important tactics to handle your worst employee is to not ignore the problems, especially when they are relatively minor. Problems get worse over time if left alone. Problems are much easier to fix before behaviour patterns become established.

How to handle low performers or those missing your expectations starts with understanding what is holding them back or causing them to be your worst performer. This is a really important step to do well.

Another key step in how to handle the worst performer in your team is to ask yourself “Is their potential worth developing?” Will the effort you put in to improve them be worth the gains you get or are they a lost case?

The next steps in what to do about low performers is set out your expectations. This is not talking about a bunch of financial targets. Setting expectations well is not easy and I share tips on how to set expectations quickly and effectively.

Next in how to handle your worst employee, give them lots of direct and honest feedback. Comments like “Good job” or “well done” or “work harder” do not count as useful feedback.

If you want o give your worst team member a realistic chance of improving, you must help them improve.

Finally, if you don’t get improvement after trying to help them, or they are not putting in the effort, you must remove them from your team – into a more suitable job or out of the company.

If you have any questions on “7 Practical Proven Actions To Improve Your Worst Employee Quickly”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Staff who do not take the initiative are very frustrating and time consuming to manage. There are a number of reasons that stops staff taking the initiative. The manager is in a great place to remove these reasons and encourage staff who don’t take the initiative to be a lot more proactive.

I share 4 powerful ways to energise employees who do not take the initiative

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Staff who don't take the initiative are a real anchor on team performance. As a manager you can almost see your bonus shrinking. There are a number of factors that stops staff showing initiative. Some of these are environmental which the manager can change. The others are to do with the individual. Either of these stops staff being proactive.

To encourage staff to be proactive, it is really important the manager doesn’t make classic mistakes like micromanaging or punishing mistakes. I list more mistakes managers much avoid that stops staff thinking for themselves.

To encourage proactivity, the manager should take several actions to build and maintain psychological in their teams. Trust and safety are key starting points. I list more actions for the manager to undertake.

When managers don’t align their actions with what they ask staff to do – this create confusion and damages trust, which in turn will stop employees being proactive.

On the positive side, there are lots that a manager can do to develop confidence and capability in staff who do not take the initiative. Often this can be because staff simply don’t know what to do. To build real confidence quickly, I suggest you take 4 key actions with staff who are not proactive.

Finally, towards the end, I share how you should adapt your management style to the person and situation to encourage any staff not taking the initiative to be a lot more proactive.

If you have any questions on “4 Powerful Ways To Energise Staff Who Do Not Take The Initiative”, please lemail me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

I am sharing 5 proven actions to transform poor teams at work quickly & effectively. That is take the WORST team in a company and transform it into one of the BEST teams.

Any manager with people skills can implement these actions to significantly improve team performance. I share lots of practical tips that you can put action straight away.

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How to transform the worst team in a company? It has to start with building team trust in you, the leader. In your capabilities and how you are going to help the team. I share 9 practical actions that are great to start transform underperforming teams.

I have transformed the worst team into the best team, in multiple different companies, generating £’millions in additional profits in the process for the business employee us.

It does take confidence to improve the worst team at work. One of the best first actions is to identify what is holding the team back. I share 6 areas that I nearly always investigate in transforming poor teams. These will give you plenty of ideas for what to do to transform the worst team in a company.

Next, invest your time, and resources, into removing problems publicly and privately. The more problems you remove, the more able the team is to improve their performance. Without some time investment at least, it is very hard to improve poor teams at work. I share how you should approach prioritising your time.

Next, plan a path to achieving team goals and walk with the team. The better and clearer the plan of HOW to achieve goals, the more likely goals will be achieved. The HOW part is vital. Poor performing teams often lack the expertise to perform well. Teach and coach the team.

Finally, doing great work and NOT shouting about it within the company is doing yourself and your team a disservice. Make the time to market and communicate your team’s achievements and successes. I share a lot of options for how to do this.

If you have any questions on “5 Proven Actions To Transform Poor Teams At Work Quickly & Effectively”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training