Dad

We're back onto the same thing, expectation and accountability. And I have been a manager. and a business owner. And it is really important that you always identify beside the expectation and the accountability that you have the right person in the right job that they're capable of it.

We're back onto the same thing, expectation and accountability. And I have been a manager. and a business owner. And it is really important that you always identify beside the expectation and the accountability that you have the right person in the right job that they're capable of it.

So even though you're going to make sure that expectation and accountability is set up, it is also equally important that you make sure that when you put somebody on a PIP,

So even though you're going to make sure that expectation and accountability is set up, it is also equally important that you make sure that when you put somebody on a PIP,

So even though you're going to make sure that expectation and accountability is set up, it is also equally important that you make sure that when you put somebody on a PIP,

that's the performance improvement plan that it's this sense saying you're at your, we have you on a PIP, you got, you know, four weeks to get yourself engaged or we're going to have to make changes or, yeah, I mean, and, and I, and I'm not really into these performance and these PIP plans. I think that the only should you have where the manager is evaluating the employee is

that's the performance improvement plan that it's this sense saying you're at your, we have you on a PIP, you got, you know, four weeks to get yourself engaged or we're going to have to make changes or, yeah, I mean, and, and I, and I'm not really into these performance and these PIP plans. I think that the only should you have where the manager is evaluating the employee is

that's the performance improvement plan that it's this sense saying you're at your, we have you on a PIP, you got, you know, four weeks to get yourself engaged or we're going to have to make changes or, yeah, I mean, and, and I, and I'm not really into these performance and these PIP plans. I think that the only should you have where the manager is evaluating the employee is

I think you should have upstream evaluations as well, that the employee can evaluate their manager for the senior management to see if they're training them, if they're offering what needs to be done. Because you're now made a manager, I don't know if you're trained to be a manager, if you understand what that involves and how to train the person to be the best at their job.

I think you should have upstream evaluations as well, that the employee can evaluate their manager for the senior management to see if they're training them, if they're offering what needs to be done. Because you're now made a manager, I don't know if you're trained to be a manager, if you understand what that involves and how to train the person to be the best at their job.

I think you should have upstream evaluations as well, that the employee can evaluate their manager for the senior management to see if they're training them, if they're offering what needs to be done. Because you're now made a manager, I don't know if you're trained to be a manager, if you understand what that involves and how to train the person to be the best at their job.

not just by saying you're on a performance improvement plan, and then put the fear of God into them. And all of a sudden, some things come in that had nothing to do, all you did was put them on a PIP. You didn't give them any training. And all of a sudden, you know, some things happen and things work well and you're sitting there taking the feather in the cap that you did.

not just by saying you're on a performance improvement plan, and then put the fear of God into them. And all of a sudden, some things come in that had nothing to do, all you did was put them on a PIP. You didn't give them any training. And all of a sudden, you know, some things happen and things work well and you're sitting there taking the feather in the cap that you did.

not just by saying you're on a performance improvement plan, and then put the fear of God into them. And all of a sudden, some things come in that had nothing to do, all you did was put them on a PIP. You didn't give them any training. And all of a sudden, you know, some things happen and things work well and you're sitting there taking the feather in the cap that you did.

Look how this thing made him improve. It didn't make him improve. He might have been fine before. If he's not fine, you got to go find out what he's doing. So you can help him improve. People want to be successful at a job. They want to enjoy it.

Look how this thing made him improve. It didn't make him improve. He might have been fine before. If he's not fine, you got to go find out what he's doing. So you can help him improve. People want to be successful at a job. They want to enjoy it.

Look how this thing made him improve. It didn't make him improve. He might have been fine before. If he's not fine, you got to go find out what he's doing. So you can help him improve. People want to be successful at a job. They want to enjoy it.

If he's the wrong person in that job, then yes, you have a responsibility to your business to say, you're not in the right fit for this job and we're going to have to make some changes. And either laterally move him to something else in the company that will help fit, or you're going to have to remove him from the business.

If he's the wrong person in that job, then yes, you have a responsibility to your business to say, you're not in the right fit for this job and we're going to have to make some changes. And either laterally move him to something else in the company that will help fit, or you're going to have to remove him from the business.

If he's the wrong person in that job, then yes, you have a responsibility to your business to say, you're not in the right fit for this job and we're going to have to make some changes. And either laterally move him to something else in the company that will help fit, or you're going to have to remove him from the business.