1. Define the desired end result of an employee’s performance.
2. Realize you are responsible for employee action, not employee attitude.
3. Communicate the results needed, and why those results are critical. Then agree on a timeline to produce those results.
4. Monitor the end results, especially where improvement is needed.
5. Praise improvement.
6. Don’t accept poor performance as a final result — discuss with the employee how to get back on track.
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