{"id":23659,"date":"2023-02-05T21:06:23","date_gmt":"2023-02-05T20:06:23","guid":{"rendered":"https:\/\/managementberatung-coaching.de\/?p=23659"},"modified":"2026-06-01T14:16:42","modified_gmt":"2026-06-01T12:16:42","slug":"low-performer","status":"publish","type":"post","link":"https:\/\/managementberatung-coaching.de\/en\/low-performer\/","title":{"rendered":"Dealing with Low Performers"},"content":{"rendered":"<div class=\"gb-container gb-container-a061af4f\" id=\"summary\">\n<div class=\"gb-container gb-container-fab3c9ea cp-container-accordion180 gb-accordion\">\n<div class=\"gb-container gb-container-cc7ced87 gb-accordion__item\" data-transition=\"slide\">\n<div class=\"gb-container gb-container-84943d29 gb-accordion__toggle\" id=\"gb-accordion-toggle-84943d29\" role=\"button\" tabindex=\"0\">\n\n<p class=\"gb-headline gb-headline-8424d526\"><span class=\"gb-icon\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\"><\/path><\/svg><\/span><span class=\"gb-headline-text\">Management Summary<\/span><\/p>\n\n<\/div>\n\n<div id=\"gb-accordion-content-5cb96ec6\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-5cb96ec6\">\n\n<p class=\"wp-block-paragraph\">There are many reasons for a sudden drop in performance or a permanent reduction in performance. They can lie on five different levels. It is worth investigating the causes, as otherwise there is a risk of leaving existing potential unutilised. In my experience, there are very few employees who really don't want to do anything at all and cannot be reached with the approach described above. It is worth seeking dialogue. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Structure it as follows (detailed checklist in the article):<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Understanding the situation<\/li>\n\n\n\n<li>Options for action<\/li>\n\n\n\n<li>Create commitment<\/li>\n\n\n\n<li>Recognising progress<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The sooner they speak, the quicker this conflict has a chance of being resolved and the lower the risk of social contagion in the team.<\/p>\n\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<p class=\"gb-headline gb-headline-b239b8b3 gb-headline-text topline\">Basics<\/p>\n\n\n\n<h2 id=\"low-performer-begriffsklarung\" class=\"gb-headline gb-headline-0de5ffef gb-headline-text klein\">Low Performer | Clarification of Terms<\/h2>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">By low performers I mean people, who either lag behind expectations or their possibilities and under-perform their role and the tasks associated with it.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Time and again, we experience situations in which such people are either dismissed very quickly or the issue is ignored out of fear of not being able to fill the position again. Neither strategy is effective. Therefore, in this article we will give you an idea of what alternative courses of action are available.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-7a2b4fb6 gb-headline-text\">In order to select the right option for action, the first step is to investigate the causes.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-7b68b181 gb-headline-text topline\">Dealing with low performers - guidelines<\/p>\n\n\n\n<h2 id=\"mogliche-ursachen-fur-low-performance\" class=\"gb-headline gb-headline-091d5da1 gb-headline-text klein\">Possible causes for low performance<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">If you really want to understand what is at the root of the drop in performance or underperformance, I recommend that you delve deeper, as the corresponding causes can be very diverse.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-5a19a7cd gb-headline-text\">First of all, it is important to differentiate between a sudden drop in performance and a persistent drop in performance. We first look at the drop in performance. Performance decline means that performance was significantly better up to a certain point in time. In this case, it is important to understand what triggered the change in behaviour:<\/p>\n\n\n\n<h3 id=\"mogliche-ursachen-fur-einen-plotzlichen-leistungsabfall-beim-mitarbeiter\" class=\"gb-headline gb-headline-8087d424 gb-headline-text\">Possible causes for a sudden drop in performance in the employee<\/h3>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Causes of a sudden drop in performance of an employee can lie with the employee himself\/herself. In many cases they (also) lie in the surrounding system the structures as well as the culture of the company. In the first step, let's look at possible personal causes.<\/p>\n\n\n\n<h4 id=\"personliche-ursachen\" class=\"gb-headline gb-headline-b0aa72f4 gb-headline-text\">Personal causes<\/h4>\n\n\n\n<ul class=\"wp-block-list arr\">\n<li>Was \/ is the employee ill?<\/li>\n\n\n\n<li>Has the employee's family situation changed?<\/li>\n\n\n\n<li>Did the employee have to deal with a private stroke of fate?<\/li>\n\n\n\n<li>Does the employee have private problems?<\/li>\n\n\n\n<li>Could a certain wish \/ need \/ requirement of the employee not be met? For example, could a salary increase not be granted or not granted in full?<\/li>\n<\/ul>\n\n\n\n<h4 id=\"ursachen-die-in-systemischen-veranderungen-begrundet-sind\" class=\"gb-headline gb-headline-ce03de3f gb-headline-text\">Causes rooted in systemic changes<\/h4>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">In our experience, in very many cases the causes of a sudden drop in performance lie in the system surrounding the employee, i.e. the team or the company. Let us also consider here possible causes:<\/p>\n\n\n<div class=\"gb-container gb-container-9eed9ca1\">\n<div class=\"gb-grid-wrapper gb-grid-wrapper-7cd7fc9a\">\n<div class=\"gb-grid-column gb-grid-column-97addfbd\"><div class=\"gb-container gb-container-97addfbd\">\n\n<p class=\"has-text-align-center wp-block-paragraph\">TASK<\/p>\n\n\n\n<ul class=\"wp-block-list arr\">\n<li>Has the employee been given a new task with which he is under- or over-challenged?<\/li>\n\n\n\n<li>Have the demands of the task changed and has this triggered an under- or over-demand?<\/li>\n\n\n\n<li>Has the task lost its attractiveness or relevance for the company?<\/li>\n\n\n\n<li>Is it no longer clear why these tasks are necessary?<\/li>\n<\/ul>\n\n<\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-2d4995c4\"><div class=\"gb-container gb-container-2d4995c4\">\n\n<p class=\"has-text-align-center wp-block-paragraph\">TEAM<\/p>\n\n\n\n<ul class=\"wp-block-list arr\">\n<li>Has there been a change of supervisor?<\/li>\n\n\n\n<li>Have there been changes in the surrounding team, e.g. have new colleagues joined or have colleagues left the team?<\/li>\n\n\n\n<li>Did the employee have to change teams?<\/li>\n\n\n\n<li>Are there conflicts in the team?<\/li>\n\n\n\n<li>Has the importance of the team in the organisation changed?<\/li>\n\n\n\n<li>Are there conflicts in neighbouring teams or at important interfaces?<\/li>\n<\/ul>\n\n<\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-e24d8dc3\"><div class=\"gb-container gb-container-e24d8dc3\">\n\n<p class=\"has-text-align-center wp-block-paragraph\">PREVIOUS<\/p>\n\n\n\n<ul class=\"wp-block-list arr\">\n<li>Has the feedback behaviour of the supervisor changed?<\/li>\n\n\n\n<li>Is there less praise?<\/li>\n\n\n\n<li>Was criticism unjustified?<\/li>\n\n\n\n<li>Was the employee humiliated?<\/li>\n\n\n\n<li>Was confidentiality breached?<\/li>\n\n\n\n<li>Were jour fixe appointments cancelled several times so that there was no space for exchange for a longer period of time?<\/li>\n\n\n\n<li>Were ideas put forward by the employee not taken seriously?<\/li>\n\n\n\n<li>Were questions or objections from the employee ignored?<\/li>\n\n\n\n<li>Were the employee's concerns or fears not taken seriously?<\/li>\n<\/ul>\n\n<\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-dc7986cc\"><div class=\"gb-container gb-container-dc7986cc\">\n\n<p class=\"has-text-align-center wp-block-paragraph\">ORGANISATION<\/p>\n\n\n\n<ul class=\"wp-block-list arr\">\n<li>Are there unclear goals?<\/li>\n\n\n\n<li>Are there conflicts of objectives with other employees \/ teams?<\/li>\n\n\n\n<li>Have goals changed?<\/li>\n\n\n\n<li>Are there unclear roles and responsibilities?<\/li>\n\n\n\n<li>Have roles or responsibilities changed?<\/li>\n\n\n\n<li>Have there been changes in IT systems and \/ or processes?<\/li>\n\n\n\n<li>Has there been a change of strategy in the company that is not yet comprehensible to everyone or also stirs up fears?<\/li>\n\n\n\n<li>Have management changes led to a different culture in which not everyone can find themselves?<\/li>\n<\/ul>\n\n<\/div><\/div>\n<\/div>\n<\/div>\n\n\n<p class=\"gb-headline gb-headline-36ac9ff2 gb-headline-text\">You can see from the questions mentioned that a drop in performance cannot simply be reduced to the accusation: \"He's not up for it any more\", but from an understanding of the underlying cause, starting points can already be identified that can lead to an improvement in performance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Let us now look at the causes of a persistent underperformance where the time of the performance decline was so long ago or so insidious that looking back does not help us. <\/p>\n\n\n\n<p class=\"gb-headline gb-headline-be5fbc80\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/cost-trap-leadership\/\">Quiet Quitting<\/a><\/span><\/p>\n\n\n\n<p class=\"gb-headline gb-headline-beb3260d\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/team-development-agility\/\">Sustainable conflict resolution in teams<\/a><\/span><\/p>\n\n\n\n<p class=\"gb-headline gb-headline-508658f2\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/error-culture-tips\/\">Managing director knowledge: Fault tolerance culture<\/a><\/span><\/p>\n\n\n\n<h3 id=\"mogliche-ursachen-fur-eine-andauernde-minderleistung\" class=\"gb-headline gb-headline-2bab7dc1 gb-headline-text\">Possible causes for persistent underperformance<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Here, too, we differentiate between the employee himself and the surrounding system; simplified, however, we can refer to the hierarchy of Basic human needs (MASLOW) and analyse, which of the basic needs has been violated and leads to the staff member not being present with heart and mind.<\/p>\n\n\n<div class=\"gb-container gb-container-1ca8688c\">\n\n<figure class=\"gb-block-image gb-block-image-adb99e58\"><img loading=\"lazy\" decoding=\"async\" width=\"3465\" height=\"1962\" class=\"gb-image gb-image-adb99e58\" src=\"https:\/\/managementberatung-coaching.de\/wp-content\/uploads\/beduerfnispyramide_maslow.svg\" alt=\"Pyramid of needs - management consulting | coaching\" title=\"pyramid_of_needs_maslow\"\/><\/figure>\n\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">Let us look at possible causes for the violation of basic needs:<\/p>\n\n\n<div class=\"gb-container gb-container-5e45563a\" id=\"Accordion-tablet\">\n<div class=\"gb-container gb-container-ec65cd60\">\n<div class=\"gb-container gb-container-84bfceeb gb-accordion\">\n<div class=\"gb-container gb-container-abec0019 gb-accordion__item gb-accordion__item-open\" data-transition=\"slide\">\n\n<button class=\"gb-button gb-button-bb2d8359 gb-accordion__toggle gb-block-is-current\" id=\"gb-accordion-toggle-bb2d8359\"><span class=\"gb-button-text\">Self-realisation<\/span><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\" fill=\"currentColor\"><\/path><\/svg><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon-open\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/button>\n\n\n<div id=\"gb-accordion-content-353fe8f1\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-353fe8f1\">\n\n<ul class=\"wp-block-list arr has-darkgrey-color has-text-color\">\n<li class=\"arr\">Does the employee feel comfortable with the task?<\/li>\n\n\n\n<li class=\"arr\">Does the task fit his strengths?<\/li>\n\n\n\n<li class=\"arr\">Can the employee get involved and shape things?<\/li>\n\n\n\n<li class=\"arr\">Can he determine the way to achieve the goal himself?<\/li>\n\n\n\n<li class=\"arr\">Does he know what share he has in the achievement of defined goals?<\/li>\n<\/ul>\n\n<\/div><\/div>\n<\/div>\n\n<div class=\"gb-container gb-container-25897eba gb-accordion__item\" data-transition=\"slide\">\n\n<button class=\"gb-button gb-button-e33a25a7 gb-accordion__toggle\" id=\"gb-accordion-toggle-e33a25a7\"><span class=\"gb-button-text\">Recognition<\/span><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\" fill=\"currentColor\"><\/path><\/svg><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon-open\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/button>\n\n\n<div id=\"gb-accordion-content-a2f6f817\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-a2f6f817\">\n\n<ul class=\"wp-block-list arr has-black-color has-text-color\">\n<li class=\"arr\">Is the employee seen and appreciated?<\/li>\n\n\n\n<li class=\"arr\">Are ideas that he introduces taken seriously?<\/li>\n\n\n\n<li class=\"arr\">Does he have a role that matches his personality, experience and competencies?<\/li>\n\n\n\n<li class=\"arr\">Is the employee underchallenged with his tasks?<\/li>\n<\/ul>\n\n<\/div><\/div>\n<\/div>\n\n<div class=\"gb-container gb-container-b021d405 gb-accordion__item\" data-transition=\"slide\">\n\n<button class=\"gb-button gb-button-39b00078 gb-accordion__toggle\" id=\"gb-accordion-toggle-39b00078\"><span class=\"gb-button-text\">Affiliation<\/span><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\" fill=\"currentColor\"><\/path><\/svg><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon-open\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/button>\n\n\n<div id=\"gb-accordion-content-09a04353\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-09a04353\">\n\n<p class=\"gb-headline gb-headline-7f880776 gb-headline-text\">Belonging is crucial. If a person does not feel a sense of belonging to an organisation, they will not engage with it. The following questions will help to find out if a lack of belonging is perhaps a major cause of underperformance.<\/p>\n\n\n\n<ul class=\"wp-block-list arr has-black-color has-text-color\">\n<li>Does the employee feel comfortable in the company \/ in the team \/ in the management circle?<\/li>\n\n\n\n<li>Can he identify with the company's values and culture?<\/li>\n\n\n\n<li>Does the employee support the company's mission, goals and strategy?<\/li>\n<\/ul>\n\n<\/div><\/div>\n<\/div>\n\n<div class=\"gb-container gb-container-48615fc1 gb-accordion__item\" data-transition=\"slide\">\n\n<button class=\"gb-button gb-button-28f133fc gb-accordion__toggle\" id=\"gb-accordion-toggle-28f133fc\"><span class=\"gb-button-text\">(Psychological) security<\/span><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\" fill=\"currentColor\"><\/path><\/svg><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon-open\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/button>\n\n\n<div id=\"gb-accordion-content-6997064f\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-6997064f\">\n\n<p class=\"gb-headline gb-headline-7613a745 gb-headline-text\">A lack of security in companies not only has a negative effect on the willingness to perform, but also hinders the willingness and ability to develop further. Causes for a lack of security often lie in a lack of transparency and a culture of fear instead of trust. Guiding questions to find out whether this is the cause for a lack of commitment can be:<\/p>\n\n\n\n<ul class=\"wp-block-list arr has-black-color has-text-color\">\n<li>Are the goals clear to the employee?<\/li>\n\n\n\n<li>Is the strategy understood?<\/li>\n\n\n\n<li>Is the role understandable?<\/li>\n\n\n\n<li>Are the tasks clear?<\/li>\n\n\n\n<li>Is there sufficient competence to fulfil the tasks and requirements?<\/li>\n\n\n\n<li>Are the IT systems mastered?<\/li>\n\n\n\n<li>How constructive is the manner of criticism and the handling of mistakes by superiors and colleagues?<\/li>\n<\/ul>\n\n<\/div><\/div>\n<\/div>\n\n<div class=\"gb-container gb-container-a8075a38 gb-accordion__item\" data-transition=\"slide\">\n\n<button class=\"gb-button gb-button-5cecd5ae gb-accordion__toggle\" id=\"gb-accordion-toggle-5cecd5ae\"><span class=\"gb-button-text\">Survival<\/span><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon\"><path d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\" fill=\"currentColor\"><\/path><\/svg><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 448 512\" width=\"1em\" height=\"1em\" ariahidden=\"true\" role=\"img\" class=\"gb-accordion__icon-open\"><path d=\"M240.971 130.524l194.343 194.343c9.373 9.373 9.373 24.569 0 33.941l-22.667 22.667c-9.357 9.357-24.522 9.375-33.901.04L224 227.495 69.255 381.516c-9.379 9.335-24.544 9.317-33.901-.04l-22.667-22.667c-9.373-9.373-9.373-24.569 0-33.941L207.03 130.525c9.372-9.373 24.568-9.373 33.941-.001z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/button>\n\n\n<div id=\"gb-accordion-content-10e77445\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-10e77445\">\n\n<p class=\"gb-headline gb-headline-c97df0f6 gb-headline-text\">The fear about surviving in the team or the company means fear of losing one's job. This fear can be unfounded. It often occurs in the context of non-transparent change and strategy processes.<\/p>\n\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-container gb-container-e97ae82b\">\n\n<p class=\"gb-headline gb-headline-f76d0bf3 gb-headline-text\">In order to understand what exactly underlies the drop in performance, a discussion with the employee is necessary.<\/p>\n\n\n\n<h4 id=\"weitere-ursachen-fur-langer-anhaltenden-leistungsabfall\" class=\"gb-headline gb-headline-b1368156 gb-headline-text\">Other causes of prolonged loss of performance<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Another reason for a permanent underperformance can be an overloaded organisation.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-f7313f9b\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/overstressed-organisation\/\">The overstretched organisation<\/a><\/span><\/p>\n\n\n\n<p class=\"gb-headline gb-headline-2c8bca42\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/strategy-communication\/\">Managing director knowledge: How to communicate your strategy clearly<\/a><\/span><\/p>\n\n<\/div>\n\n\n<p class=\"gb-headline gb-headline-f775c8b4 gb-headline-text topline\">Dealing with low performers | FEEDBACK talk<\/p>\n\n\n\n<h2 id=\"minderleistung-ansprechen-gesprachsleitfaden\" class=\"gb-headline gb-headline-8225c381 gb-headline-text klein\">Addressing underperformance: Discussion guide<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Before you seek the conversation, you should prepare it. A central part of the preparation is to get into an attitude that enables you to have a constructive conversation at eye level. If you manage to enter the conversation with a genuine desire to understand, you will see the other person as part of the solution. This attitude is crucial for a constructive clarification process.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Reproaches or the attitude \"the other person is the problem\" carry the risk of escalation and aggravation of the situation.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-a80f1973 gb-headline-text\">Below you will get an idea of how to conduct an initial interview on the topic of underperformance.<\/p>\n\n\n<div class=\"gb-container gb-container-682f2662\"><div class=\"gb-inside-container\">\n\n<h3 id=\"gesprachsleitfaden-fur-das-erstgesprach\" class=\"gb-headline gb-headline-4b985d66 gb-headline-text\">Interview guide for the initial interview<\/h3>\n\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-d8a4aac2\">\n<div class=\"gb-grid-column gb-grid-column-f9584d27\"><div class=\"gb-container gb-container-f9584d27\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-fcde4f29 gb-headline-text\">INTRODUCTION<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-773c8f69\"><div class=\"gb-container gb-container-773c8f69\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Thank you very much for taking the time to talk to us.<\/li>\n\n\n\n<li>Please sit down. What would you like to drink?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-7a74f797\">\n<div class=\"gb-grid-column gb-grid-column-1e126b9f\"><div class=\"gb-container gb-container-1e126b9f\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-a7a7eb4f gb-headline-text\">TALK TARGET<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-072af776\"><div class=\"gb-container gb-container-072af776\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>I am looking for a conversation with you because I have noticed for some weeks now that your head and heart are no longer in it. <br>(I-message)<\/li>\n\n\n\n<li>That worries me. \/ That amazes me.<\/li>\n\n\n\n<li>Therefore, I would like to understand how you are doing in our team \/ with me \/ with the task. On the other hand, I would like to discuss with you what it takes for you to enjoy what you are doing again and thus be able to fully contribute.<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-c5691fc1\">\n<div class=\"gb-grid-column gb-grid-column-d8aece6c\"><div class=\"gb-container gb-container-d8aece6c\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-5ea00a10 gb-headline-text\">OPEN DIALOGUE<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-6b0261bb\"><div class=\"gb-container gb-container-6b0261bb\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Is there anything else I need to know before we get into the subject?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-fe27135f\">\n<div class=\"gb-grid-column gb-grid-column-c95091f8\"><div class=\"gb-container gb-container-c95091f8\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-47936077 gb-headline-text\">ASK QUESTIONS OF CLARIFICATION<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-45f4dcdd\"><div class=\"gb-container gb-container-45f4dcdd\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>How are you?<\/li>\n\n\n\n<li>On a scale of 0-10, how comfortable do you feel in the team?<\/li>\n\n\n\n<li>How satisfied are you with your role in the team \/ your tasks?<\/li>\n\n\n\n<li>Which aspects of it do you enjoy? Which do you not?<\/li>\n\n\n\n<li>\u2026<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-fac6528e\">\n<div class=\"gb-grid-column gb-grid-column-8f9d0710\"><div class=\"gb-container gb-container-8f9d0710\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-394ade96 gb-headline-text\">GIVE INTERIM SUMMARY AND REQUEST COMPLETENESS<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-a0edeb38\"><div class=\"gb-container gb-container-a0edeb38\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Thank you for your openness.<\/li>\n\n\n\n<li>I understood that .... \/\/ I hear .... \/\/ You say ....<\/li>\n\n\n\n<li>(Name the feeling that the description has triggered in you, e.g. \"This affects me. \/\/ It makes me sad. \/\/ I am relieved that we are talking.\")<\/li>\n\n\n\n<li>Is there anything else you would like to add?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-c7fc3444\">\n<div class=\"gb-grid-column gb-grid-column-c45012a1\"><div class=\"gb-container gb-container-c45012a1\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-57729df7 gb-headline-text\">ENQUIRE ABOUT SOLUTION OPTIONS<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-612bb081\"><div class=\"gb-container gb-container-612bb081\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>What should we urgently change so that you feel better again \/\/ enjoy your job more again \/\/ come to the office in the morning with more joy again \/\/ go home in the evening with a more satisfied feeling?<\/li>\n\n\n\n<li>What could you change? (...) What else?<\/li>\n\n\n\n<li>Where do you need my support? (...) Where else?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-1bb6e549\">\n<div class=\"gb-grid-column gb-grid-column-aa798529\"><div class=\"gb-container gb-container-aa798529\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-5bac3dbb gb-headline-text\">CREATE COMMITMENT<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-b35307bb\"><div class=\"gb-container gb-container-b35307bb\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Then let us record: ... (set measures)<\/li>\n\n\n\n<li>Agreed?<\/li>\n\n\n\n<li>When should the two of us sit down again to discuss whether what we have agreed is having the desired effect?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-8b066123\">\n<div class=\"gb-grid-column gb-grid-column-30547b64\"><div class=\"gb-container gb-container-30547b64\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-a48fa995 gb-headline-text\">CONCLUSION<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-6baee811\"><div class=\"gb-container gb-container-6baee811\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Thank you for your openness and the trusting and constructive exchange.<\/li>\n\n\n\n<li>We will talk again on ... at the latest.<\/li>\n\n\n\n<li>All the best! <\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph translation-block\">As you can see from the interview guide, I recommend working out the solution options in dialogue as well. Ask the employee what he or she needs to be back with his mind and heart instead of pretending to be.<\/p>\n\n\n\n<h4 id=\"ihnen-fallt-es-schwer-konflikte-oder-minderleistung-anzusprechen\" class=\"gb-headline gb-headline-798b2880 gb-headline-text\">Do you find it difficult to address conflicts or underperformance?<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">The cause of a reduced ability to deal with conflict, i.e. the ability to address conflicts and endure the clarification process and the associated emotions, can lie in blocking beliefs and personality patterns.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These can be resolved through coaching. This not only increases your conflict management skills but also your leadership effectiveness.<\/p>\n\n\n\n<a class=\"gb-button gb-button-75e9f169 gb-button-text gb-button-standard\" href=\"https:\/\/executive-coaching.io\/\" target=\"_blank\" rel=\"noopener noreferrer\">Book Coaching<\/a>\n\n\n\n<h2 id=\"umgang-mit-low-performern-handlungsoptionen\" class=\"gb-headline gb-headline-5570184c gb-headline-text\">Dealing with Low Performers | Options for action<\/h2>\n\n\n\n<p class=\"gb-headline gb-headline-29e69b15 gb-headline-text\">The central guiding question is: \"What basic human need must be fulfilled in this employee so that he or she can be back with mind and heart?\"<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-1750d82c gb-headline-text\">The options for action themselves can be derived from the causes and lie at the level of the employee, the supervisor-employee level or the surrounding system. Below you will find a small selection:<\/p>\n\n\n\n<ul class=\"wp-block-list arr\">\n<li>Changing the role \/ task and responsibility so that it better fits the strengths.<\/li>\n\n\n\n<li>More freedom to be able to design<\/li>\n\n\n\n<li>Clarifying conflicts and strengthening trust within the team<\/li>\n\n\n\n<li>Qualify if the reduced engagement is caused by not being able to do it<\/li>\n\n\n\n<li>Flexibilisation of working hours and place of work<\/li>\n\n\n\n<li>Regular space for confidential exchange<\/li>\n\n\n\n<li>Recognise performance, progress and success<\/li>\n<\/ul>\n\n\n\n<p class=\"gb-headline gb-headline-877cdc90 gb-headline-text\">If you have found the real causes of the low performance and the measures help to eliminate them, you have a very good chance of turning the low performer into a top performer.<\/p>\n\n\n<div class=\"gb-container gb-container-f42820c4\"><div class=\"gb-inside-container\">\n\n<h2 id=\"umgang-mit-low-performern-checkliste\" class=\"gb-headline gb-headline-736dc661 gb-headline-text\">DEALING WITH LOW PERFORMERS | CHECKLIST<\/h2>\n\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-59603902\">\n<div class=\"gb-grid-column gb-grid-column-78ef8cc1\"><div class=\"gb-container gb-container-78ef8cc1\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-e60a1fac gb-headline-text\">UNDERSTANDING THE SITUATION<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-285a417f\"><div class=\"gb-container gb-container-285a417f\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Seek a dialogue with the employee.<\/li>\n\n\n\n<li>Think about one thing in advance that you sincerely appreciate about this employee. This will make it easier for you to go into the interview with the attitude \"The employee is part of the solution\".<\/li>\n\n\n\n<li>Above all, ask open questions to understand the situation and the employee's point of view. (see interview guide)<\/li>\n\n\n\n<li>Show understanding for the situation.<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-5d48e778\">\n<div class=\"gb-grid-column gb-grid-column-1b055515\"><div class=\"gb-container gb-container-1b055515\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-35eb2901 gb-headline-text\">DEVELOP OPTIONS FOR ACTION<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-1f402fc5\"><div class=\"gb-container gb-container-1f402fc5\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Develop possible options for action together with the employee. <\/li>\n\n\n\n<li>Ask what the employee needs instead of giving him your suggestions. This has the positive side effect that he takes more responsibility for the success of these options.<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-1c5b2b54\">\n<div class=\"gb-grid-column gb-grid-column-7706b9fb\"><div class=\"gb-container gb-container-7706b9fb\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-fa685997 gb-headline-text\">ESTABLISH COMMITMENT<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-6483f04c\"><div class=\"gb-container gb-container-6483f04c\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Agree on concrete measures and accompany their implementation.<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-e867865a\">\n<div class=\"gb-grid-column gb-grid-column-a3835f32\"><div class=\"gb-container gb-container-a3835f32\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-3f2945db gb-headline-text\">ACKNOWLEDGE PROGRESS<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-1950b62c\"><div class=\"gb-container gb-container-1950b62c\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list arr\">\n<li>Notice and recognise progress, even small progress.<\/li>\n\n\n\n<li>See when you can take the next step in the employee's development. <\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n<\/div><\/div>\n\n\n<p class=\"gb-headline gb-headline-d0172916 gb-headline-text\">If you want get training on how to conduct an appropriate appraisal interview, this can be done within the framework of a coaching session.<\/p>\n\n\n\n<a class=\"gb-button gb-button-1c281047 gb-button-text gb-button-standard\" href=\"https:\/\/sabinewalter.group\/shop\/\" target=\"_blank\" rel=\"noopener noreferrer\">Book Coaching<\/a>\n\n\n\n<p class=\"gb-headline gb-headline-d6b75d36 gb-headline-text translation-block\">If you are unable to reach the employee despite repeated calls and would like to initiate a fair <a href=\"https:\/\/managementberatung-coaching.de\/en\/staff-management-separation\/\" target=\"_self\">separation process<\/a>, you can get advice on employment law from my colleague <a href=\"https:\/\/managementberatung-coaching.de\/en\/dr-julia-friemel\/\" target=\"_self\">Dr. Julia Friemel<\/a>.<\/p>","protected":false},"excerpt":{"rendered":"<p>In executive coaching we often get the question: \"What is the best way to deal with low performers?\". There is no blanket answer to this question. Rather, it invites us to take a differentiated look at the topic.<\/p>\n<p>In this article I address the following questions: How do you find out the cause(s) of the drop in performance or underperformance?<br \/>How can you structure and conduct an appropriate appraisal interview?<br \/>What can you do to achieve an increase in performance?<\/p>\n<p>If you have found the real causes of the low performance and the measures help to eliminate them, you have a very good chance of turning the low performer into a top performer.<\/p>","protected":false},"author":2,"featured_media":25245,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"Umgang mit Low Performern, Ursachen, Leitfaden","_seopress_titles_desc":"M\u00f6gliche Ursache f\u00fcr den Leistungsabfall; Ans\u00e4tze f\u00fcr eine Leistungssteigerung; Leitfaden Kritikgespr\u00e4ch","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"none","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"both","_seopress_redirections_param":"","_seopress_redirections_type":301,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[{"_seopress_pro_rich_snippets_type":"none"}],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"categories":[250],"tags":[],"class_list":["post-23659","post","type-post","status-publish","format-standard","has-post-thumbnail","category-praxis-fuehrung","masonry-post","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-33"],"acf":[],"_links":{"self":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/posts\/23659","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/comments?post=23659"}],"version-history":[{"count":0,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/posts\/23659\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/media\/25245"}],"wp:attachment":[{"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/media?parent=23659"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/categories?post=23659"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/managementberatung-coaching.de\/en\/wp-json\/wp\/v2\/tags?post=23659"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}