The right feedback can change a low performer’s life.

Why do leaders need to address toxic behavior immediately? Because negative behavior drags the entire organization down. 66% of employees who deal with a toxic team member said their performance declined in a recent HBR Study. In this episode, we reveal an approach you can use to support low-solid performers, the 8 types of toxic employees, and 4 steps to dealing with toxic employees.

This episode addresses questions, such as:

  • How can we support a low-solid performer to help them move up the performance curve?
  • How do we have difficult conversations with toxic employees?
  • What can we do with low performing employees who don’t change their behavior?

Addressing Poor Performance is the final episode in a series describing the performance curve and performance conversations, beginning with Ep. #16 High Performers: Who Are They?.

Related Resources

Conducting A D.E.S.K. Conversation and Action Plan

What can you say to a low performer? Use the low performer D.E.S.K. conversation template to plan how you would approach the sub-par performance described below. Then, create an action plan using the performance plan template provided.

Low Solid Performer Support - 9P Online

Who are low solid performers? Solid performers compose about 58% of the employees on our teams. The low solid performer is about 25% of the staff. Low solid performers are important to the organization. Resources were expended to select and retain these individuals. The performance level of low solid employees includes identified gaps in the expected performance.

Toxic Employees Destroy Your Culture and Your Bottom Line

Working in a company that has a toxic employee is practically a rite of passage. Even in the happiest organizations, unhappy people can wreak havoc. It takes only one bad apple to ruin a bushel.

Low Solid Performer Conversation Guide - 9P Online

Low solid performers are important to the organization. These employees are usually loyal, have good attendance, and have the desire to be successful. The leader’s job is to provide them with direction and support to improve. Use the guide below to script and then engage in a professional conversation with a low solid performer, to support development of skills for increased success.

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