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Difficult Conversations

As you saw in the Penny’s Performance Review video, employees do not always understand they are not meeting expectations until it’s too late.

Scenario: The performance of your top employee has recently slipped. You had a conversation with the employee to address it. The employee improved for a period of time, but slipped again. Now your boss has noticed, which questions your leadership. You do not want to terminate this employee because you know the value of this person and his/her work, and you trust and respect this employee; however, you are starting to look bad.

It is time to take action.

Describe how you would have the tough conversation with the employee, making it clear that a quick turnaround is imperative. How would you use candor to make your point clear during the conversation? How would you remove your own personal emotion from the conversation, while still maintaining empathy and trust with the employee?

Initial response due by Wednesday, and 2 peer responses by Sunday.

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