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Tell me a time an employee wasn't doing to well and how you handled it

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Final answer:

To manage employees effectively, it is important to listen to feedback, seek solutions, and maintain clear expectations. Examples include improving a confusing payment line system, addressing employee dissatisfaction due to poor leadership, and reconciling individual work styles with company culture.

Step-by-step explanation:

Handling Employee Performance Issues

When employees demonstrate declining performance or exhibit problems at work, it's crucial for managers to address the issues promptly and effectively. For instance, in a scenario at Gavi's Fast Food Restaurant, a situation arose where the system of lining up to pay was causing customer complaints.

As the lunch-hour manager, the task of resolving this problem fell on my shoulders. My action included implementing floor markings to guide customers, which resulted in enhanced efficiency and reduced complaints, showcasing a positive result from attentive problem-solving.

Anecdotal evidence suggests that many employees begin to relax their standards over time. It is essential for organizational leadership to maintain expectations to discourage such behavior.

In another instance, a human services agency's objective to improve work conditions was undermined by a manager's disregard for employee feedback, illustrating the detrimental effects of poor leadership on employee morale and data collection efforts.

In a different context, Tyre, a nursing assistant, experienced dissatisfaction resulting from a domineering supervisor and lack of autonomy, highlighting the need for respectful and supportive management.

Lastly, a scenario involving Noel and Tracy reflects the necessity for employees to adapt to the existing work culture, pointing out the importance of finding a balance between individual initiative and organizational norms.

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