This is a common concern, especially for new managers and this wasn’t something you’d probably had to think about before you became a manager. The key here is that any under performance should be dealt with early on. Never assume or just hope the team member will get better over time, get right to it! Our four-point plan will make sure you can deal with anything that comes up, professionally and effectively.
Deal with issues straight away
Little things can escalate into big problems. So it’s best to deal with any issues as they arise. If you ignore issues they can potentially get worse.
Maintain a fair and professional relationship with your team
The stronger the relationship between you and your team member, the easier it will be when you have to raise concerns.
Team members need to be absolutely clear about what you expect from them in in terms of accuracy, quality and timeframes. Don’t make assumptions that they understand or agree, always ask open questions to make sure you’re on the same page.
Be prepared to listen
Make sure you’re having a two-way discussion when raising issues; managers should be prepared to listen to their team members’ point of view. Is there a reason behind the change? Is there something going on you are not aware of which you can support?