How do you manage an inadequate staff

Employee interviews? 10 tips to master the challenge!

1. Identify the cause

Before you go into a conversation to address the inconvenience, you must first be clear about what is actually causing your dissatisfaction. For example, ask yourself the following questions: What is it about the behavior of your employee that bothers you? Why do you bother? Why is it that he or she behaves like this? What has to change so that you are satisfied with the behavior again?


2. Prepare the interview well

Then think carefully about what you want to say. Be open, but never biased. Write down all of your points that need to be discussed. However, this by no means only includes unpleasant aspects. You can also use positive feedback on the previous way of working of your team member in order to transition from there to the points of criticism. Take into account the planning of future goals as well as the personal development of your employees.


3. Demand performance

Employee appraisals are not used to pillory your employees. Because in this way you only achieve demotivation or a defensive attitude, but no more performance. So rather use motivating words to describe what you expect for the future. Use the prepared, positive aspects to further motivate.


4. Address the work attitude

Constantly being late, increasing absenteeism, a changed work attitude or a lack of self-organization are abnormalities that you need to address openly. This is the only way you can demand a change. Make sure, however, that you convey the criticism in a constructive manner without harming personally. Above all, this means a factual and understandable presentation of your observations.


5. Convey the need

Make it clear to your employee why the misconduct is unacceptable and can harm the team or even the company. Also state the consequences that await him or her if the behavior does not change, even if this results in a warning or even termination. At the same time, mention that you will continue to observe the behavior to see if anything changes. This is the only way for your employees to understand the need for change.


6. Bring insight

Let your employees have their own say in the conversation so that they can describe their point of view. This gives employees the opportunity to explain what they have observed about the misconduct and you receive answers to the questions: Did he or she do it on purpose? Is he or she sorry? Does he or she want to work on behavior or does he or she get lost in excuses? This makes it easier for you to judge whether your employees admit mistakes and whether they are willing to comply with your requirements.


7. Fend off inappropriate demands

Of course, employee appraisals are often used to demand changes from you as a manager. In a good conversation there is a give and take, so you should also listen to the wishes of your employees and respond to them. However, that does not mean that you must not face off unreasonable demands. Say “no” confidently and make your point of view clear. For yourself and the company, carefully consider the extent to which you can approach each other and which points you have to reject.

8. Offer a change

Define the new target state together in the conversation. Think about specific proposed solutions and let the person concerned bring forward suggestions and ideas in order to improve themselves. Here, too, it is important that you bring about insight and that your employees recognize that a change in behavior is necessary.


9. Give time

Create the necessary framework for a change. So always give employees enough time to implement or improve the points discussed together. It is best to set the time frame in the conversation. In the following weeks, you can follow closely whether the agreements are being met on time.


10. Avoid typical traps

Your leadership style is particularly important for employee appraisals. Because he has a decisive influence on the outcome of the situation. If you are too authoritarian and accusatory, you will speak against a wall and only feel defensive. If you are too indulgent and soft, the other person comes up with excuses, leads you by the nose or demands inappropriate concessions. So try to stick to the heart of the problem, factual and direct. Do not let yourself be dissuaded from the topic and always remember the prepared points: Why are you having this conversation? In this way you do not run the risk of employee appraisals being steered in the wrong direction.