Dear Andy.(Credit @ work)(management of employee performance)(Column)

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Dear Andy,

I've been having performance issues lately with an employee who has been one of my strongest staff members in the past. What is the best way for me to bring this to his attention and resolve the issue?

You know you need to take action when it becomes obvious that a member of your team isn't meeting expectations. You're well aware that if left unaddressed, the situation can adversely affect the rest of the department, but offering helpful critique can be challenging. If delivered well, criticism will effect change without upsetting the work environment or damaging relationships. Handled poorly, however, it can result in demoralized employees who may be tempted to leave the company. Following are some points that will help you deliver critiques in a constructive and positive manner:

* Gather all the facts. Avoid jumping to conclusions or making assumptions about a missed deadline or poor-quality work. Instead, determine what went wrong, and then identify what the employee should do differently in the future.

* Do it in private. No one wants to be reprimanded in front of an audience of coworkers. You are much more Likely to have a positive, effective discussion of an issue with an employee if you ask him or her into your office and broach the subject diplomatically.

* Don't sugarcoat. As difficult as it can be for some people to criticize, it's part of being an effective manager. Still, delivering criticism can be done tactfully and sympathetically. For instance, instead of saying, "Your work always seems to be late," say, "I've noticed you're having trouble meeting deadlines. Is there ...