How to boost confidence in an underperformer - Viewpoint - careers advice Viewpoint careers advice blog

How to boost confidence in an underperformer - Viewpoint - careers advice They had all of the right skills, gave all of the best answers, and showed such potential in their interview. They even got off to a promising start after they joined your team. But somewhere between then and now, your employee has gone from a rising star, to an underperformer.   Your next course of action would be much clearer if this employee had simply become complacent and apathetic. On the contrary, you know that actually, they really do care about this job you can tell by how much they beat themselves up when they don’t succeed. The problem isn’t their skills, their enthusiasm or their commitment. It’s their confidence. The question is, how can you give them the impetus to start performing better, and soon, without kicking them whilst they’re down? Nip the issue in the bud If managed early, you will have the ability to re-energise this person and transform their performance, returning them to their former glory quickly. If you leave the issue too long, however, the more mistakes this underperformer will make, and the more this will impact the morale of the rest of your team who have to pick up the pieces. Break the cycle now, get a meeting in the diary ASAP, and start planning all of the points you want to raise. As you approach the meeting, remember the below: 1. Give balanced feedback Whilst you do need to make it clear to the underperformer that their recent performance isn’t up to standard, it is important that you strike the right balance between being too harsh or, conversely, too soft. Therefore I would advise that you start the conversation by discussing the positives and asking them what they think their strengths are it’s very empowering for someone to identify their strong suits and see positive reinforcement from you. Next, outline to your underperformer what you think they are doing, or at least, were doing well. Now explain what needs improving, and be specific. Remember not to get personal or make sweeping statements about their character keep to the facts. For instance, if the underperformer often misses deadlines, don’t tell them they are a disorganised person who can’t follow instructions. Instead, raise the last few times they missed a deadline, and the wider impact that this had on the rest of the team.  Ask them if they can explain the reasons behind their shortcomings, as this may give you a clearer idea on how you can help them, which brings me to my next point. 2. Let them know you’re on their side Next consider what practical and emotional support you can offer, be it mentoring, refresher training or shadowing another team. You can also boost their self-belief by being relatable and sharing your own experiences. If you have faced similar challenges in your career, tell your underperformer how you overcame them. This can inspire your underperformer, make them feel more comfortable talking to you and give them the confidence to do better. You should also give them more of a sense of purpose, explaining why they are valued, and reiterating the impact a strong performance will have on the team and business. Then put together a progress plan for your underperformer which sets out measurable actions and targets, check they are aligned to it, and keep a close eye on their progress from here on in. 3. Keep the momentum going As I say, you should be monitoring the underperformer’s progress on a regular basis. Constructive feedback is key to an improved performance, but it’s best done in a space where you can be open with them and they can be open with you, as opposed to publicly and in front of their peers. If you see your underperformer making progress, it is important that you acknowledge this and celebrate their successes. At this point you may also feel more in a position to give them increased trust and autonomy, which can, in turn, be a real confidence boost. You can provide stretch opportunities, and tell them why you think they are ready, but reiterate that they must be transparent if they need your help. Ultimately, your objective is to make sure that your underperformer understands the gravity of situation, whilst giving them the confidence to turn this situation around. Hopefully the above advice will be enough to get this employee back on track, because as you know, you can only be a coach for so long. If all else fails, you will need to have a serious conversation about whether this employee is right for your team and vice versa, but this should be a last resort. More often than not, with the above plan in place you should see results. Want to further hone your management skills? Our tips and advice can help: Seven ways to keep your team motivated when times get tough Want to develop your team? Let them fail How can you hire people who mirror your brand values? How to foster an ownership mentality in your team

Who knew that 2010 would be the year I.... Career Coach JobJenny

Who realized that 2010 would be the year I.... Vocation Coach JobJenny ...thud up and propelled a fresh out of the plastic new blog and online business? ...got ready for marriage? ...hitched the man I had always wanted who, only two years sooner, appeared to be a miserable (major) smash? ...went from being the mother of one to mother of three stunning (and madly energetic)mini-individuals? ...met many noteworthy individuals looking for their fantasy occupations? ...composed a book (OK, well, nearly... it's almost done!)? ...got a lot of new silver hair (truly... I don't acknowledge)? ...acknowledged for the last time that I have authoritatively discovered my vocation energy? I was unable to have envisioned that 2010 would seem as though this had I attempted. I am astounded, appreciative and incredibly, glad (alright, less about the silver hair, yet all the rest.) What's more, I need to yell from the housetops one urgent message to any individual who might be flopping, stuck, confounded orfeeling nearhopelessness as we balance the year. IT IS POSSIBLE IF YOU BELIEVE IT IS POSSIBLE. I have wallowed. I have been trapped. I have had in excess of a couple of provisos in my day. In any case, the one thing I have completely would not do is accept that I need to acknowledge what life presents. I will go through the following fourteen days roughing out a course of action for 2011. Of course, I'll keep it adaptable with the goal that I may take hold of the unforeseen chances and joysI meet en route. However, I'm creating 2011. Kindly if you don't mind give yourself the endowment of time to do likewise. Make this your year. Creator it. Have confidence in it. Serve yourself up the time you had always wanted. Good health. Photograph by the marvelous Steph Barcenas

Does your company know if it has a gender pay gap

Does your organization know whether it has a sexual orientation pay hole Does your organization know whether it has a sexual orientation pay hole Notwithstanding progress, most organizations despite everything have far to go to wipe out compensation holes by race and sexual orientation, as indicated by a 2016 Pew Research Center study.While white ladies make 82 cents for each dollar earned by their white male partner, dark ladies just make 65 pennies and Latina women make 58 pennies, as per Pew.Working towards pay equality for comparable occupations is anything but a one-day interest. In this way, what can businesses and representatives do to keep the discussion going?Glassdoor offered one answer -a 17-page bit by bit direct for how managers can address and tackle the sexual orientation pay hole in their own companies.Step No. 1: do a yearly review to make sense of how much representatives makeWhy information matters: It can change behavior.Once businesses have the hard information on pay rates for their staff - alongside their races, sexes, and other possibly compelling favors, anonymized to secure the protection of workers - information uncovers whether there is an example of inconsistent compensation and offers an approach to determine the problem.Specifically, for HR workers, Glassdoor suggests leading this sexual orientation pay investigation at any rate every year. HR divisions likewise need to give equivalent chances to execution reviews to represent oblivious age and sexual orientation predispositions. Since more established laborers are less inclined to arrange, Glassdoor says bosses should leave less space for exchange, so that offers can be more equal.Companies needn't bother with a great deal of cash to distinguish pay gapsGlassdoor listed measurable programming that organizations can use to ascertain the sexual orientation pay hole, which they characterize as: [t]he contrast between normal compensation for people, both when we've represented contrasts among laborers in instruction, experience, work jobs, representative execution and different factors beside sex that influence pay.Glassdoor l ikewise gives various models to test sex pay distinction across various divisions or employment titles.Glassdoor said its will likely demonstrate that you needn't bother with extravagant hardware and costly outside specialists or even a major IT office to do this. With simply a few conditions on an Excel spreadsheet, any Human Resources laborer can figure it out.But once more, Glassdoor inclinations, make certain to strip the information of any recognizing data. Try not to put your workers' compensations on a cloud information stockpiling stage that risk being hacked.Stopping oblivious biasesGlassdoor found that organizations are not unequivocally out to victimize their representatives. As a general rule, it boils down to verifiable human biases.Pay holes don't result from clear separation, they result from long stretches of inadvertent inclination that can crawl into an association after some time, Glassdoor found.That's the reason managers and representatives need hard information and numbers as evidence to wake them out of this stupor, Glassdoor concluded.Analysis is undeniably more required than printing out a spreadsheet and eyeballing it - you have to dive deep and control for an assortment of components to get the genuine story.

Featured Job Head of Publicity @ Amazon - Copeland Coaching

Featured Job Head of Publicity @ Amazon Amazon is seeking a Head of Publicity for Amazon Original Movies in Santa Monica, CA. Amazon has spent nearly two decades revolutionizing the way we consume music, movies and entertainmentâ€"and now, the company is changing the way movies and TV shows are being made. Amazon Studios, the original film and series production arm of Amazon.com is seeking a highly-intelligent, high-judgment, self-motivated and creative Head of Publicity, Amazon Original Movies, to develop strategy and implementation of publicity campaigns for Amazon’s forthcoming movie projects. This individual will be based in Santa Monica and report to an Amazon PR Director based in Seattle. Key Responsibilities: · Create and implement strategic publicity plans that drive buzz and awareness of Amazon Studios original movies. · Develop and manage the execution of series publicity campaigns. · Utilize series talent for press opportunities. · Build and maintain strong relationships with relevant media. · Manage external public relations agency on strategy and day-to-day matters. · Keep current on trends, issues and news about both the business and consumer worlds of movies and television. · Effectively represent Amazon as a spokesperson for assigned businesses as necessary. To learn more, or to apply online, visit the Amazon job posting here.