The Spiritual Implications of Poor Employee Performance
I would venture that for 90% of employee performance problems, supervisors focus their solution efforts on the problem employee. Helping the employee change. Demanding that the employee change. Talking to the employee. Writing up the employee. Training the employee. Disciplining the employee.
What if, though, the employee was not the problem? Could there be aspects of your corporate structure, culture, or your own leadership methods that might be setting the stage for poor performance?
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Image credits to be found in the accompanying gallery.