What is the recommended guideline for a manager to follow when an employee's performance does not meet expectations?

Addressing an employee's performance issues through mutual agreement is a crucial managerial practice that encourages open communication and collaboration. This approach allows the manager to engage with the employee in a constructive dialogue about the performance gaps, enabling both parties to understand the underlying issues. By working together to identify specific areas for improvement, setting clear expectations, and establishing a development plan, the manager fosters a supportive environment that promotes learning and growth.

This method is beneficial as it not only addresses immediate performance problems but also contributes to building trust and morale within the team. Employees are more likely to feel valued and motivated when they know their concerns are heard and that solutions are being pursued collaboratively.

While monitoring, reassigning tasks, or terminating employment may seem like more straightforward solutions, they do not fundamentally address the behavior or performance issues at hand and can lead to further disengagement or dissatisfaction among employees. Engaging in a dialogue focused on mutual agreement is more effective in developing a dedicated and high-performing workforce.