Today we are going to discuss the oh so dreaded reality of having difficult conversations with employees. So often as leaders we question our ability to cultivate an environment where our employees respect our authority and let's be real, actually like us and WANT to work for us. It's sort of this tug and pull between needing to set boundaries, hold employees accountable, and yet also inspire them to take autonomous and passionate action to move the needle in our business without us telling them what to do. Today's topic is so important because performance management is like the speedometer for your business. It's critical to develop a consistent practice for managing poor performance and dealing with scenarios that are below expectation in a timely, orderly, and unemotional manner. My goal for this episode is to help you understand the following three parts: What needs to be in place to establish clear expectations with employees Where performance management goes wrong & mistakes you could be making How to have an un-emotional conversation with an employee about poor performance Tune in to learn more and uncover my five checkpoints to designing a practice for consistent, relative feedback! PS- If you'd like to learn more about accessing our performance management training and tools, you can head to the www.klcconsultants.com/join to get on our VIP list for access to our free resources, newsletter, tools, and more. Book a Strategy Call with Kaeli Join the KLC Consulting Mailing List The Fierce Factor Society on Facebook KLC Consulting Website Kaeli on Instagram Kaeli on LinkedIn

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“What did the council decide on item 42?” — answered with the speaker and the moment.

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