[et_pb_section fb_built=”1″ fullwidth=”on” admin_label=”Fullwidth Post Title Header” _builder_version=”4.9.4″ background_color=”#f7f7f7″ use_background_color_gradient=”on” background_color_gradient_start=”rgba(255,255,255,0.3)” background_color_gradient_end=”rgba(33,51,101,0)” parallax=”on” custom_margin=”0px||0px||false|false” custom_padding=”0px|0px|0px|0px|false|false” box_shadow_style=”preset3″ global_module=”767″ saved_tabs=”all” locked=”on” collapsed=”on”][et_pb_fullwidth_post_title author=”off” date=”off” comments=”off” featured_placement=”background” text_background=”on” text_bg_color=”rgba(255,255,255,0.5)” admin_label=”Fullwidth Post Title” _builder_version=”4.9.4″ title_font=”Playfair Display|900|||on||||” title_text_align=”center” title_text_color=”#213365″ title_font_size=”55px” meta_font=”Poppins|500|on||||||” meta_text_align=”center” meta_font_size=”14px” meta_letter_spacing=”2px” meta_line_height=”1.8em” background_color=”#f7f7f7″ background_color_gradient_direction=”245deg” custom_padding=”130px||250px|||” custom_padding_tablet=”150px||150px” custom_padding_phone=”50px||50px” custom_padding_last_edited=”on|desktop” title_font_size_tablet=”45px” title_font_size_phone=”40px” title_font_size_last_edited=”on|phone” border_radii=”on|5px|5px|5px|5px” border_width_all=”1px” border_color_all=”RGBA(0,0,0,0)” box_shadow_style=”preset3″ locked=”on”][\/et_pb_fullwidth_post_title][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Post Content” _builder_version=”4.9.0″][et_pb_row column_structure=”3_4,1_4″ admin_label=”Post Content” _builder_version=”4.9.0″][et_pb_column type=”3_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text admin_label=”Introduction” _builder_version=”4.9.4″ text_font=”Poppins||||||||” hover_enabled=”0″ locked=”on” sticky_enabled=”0″]<\/p>\n
The vast majority of us do NOT enjoy being the bad guy.<\/p>\n
Most of us don’t enjoy pointing out other people’s mistakes, but sometimes we don’t have any choice but to explain to someone that their work isn’t up to the necessary standards.<\/p>\n
You’ve made allowances for things always being 100% perfect but there’s always a limit to how many times you can give someone the benefit of the doubt before you need to be direct with them.<\/p>\n
If you\u2019re stuck in a situation where it’s essential to tell a team member that their work isn\u2019t good enough, these are some kind, polite and honest ways of saying it.<\/p>\n
To give managers a helping hand with managing employee poor performance we’ve put together 5 Message Template Examples to Tell Your Team Member Their Work Is Not up to Standard.<\/strong><\/p>\n
Copy, paste, and amend to suit your individual circumstances just remember to be true to your word and be stern, but not harsh.<\/p>\n
Illustrations courtesy of <\/i>Shutterstock<\/strong>.<\/i><\/span><\/a><\/p>\n
Illustrations courtesy of <\/i>Shutterstock<\/strong>.<\/i><\/span><\/a><\/p>\n
This article was originally published on <\/i>https:\/\/www.nevertherightword.com<\/i><\/span><\/a><\/strong>. If this article appears on any other site other than <\/i>https:\/\/www.nevertherightword.com<\/i><\/span><\/a><\/strong> without clear referencing it is a violation of the copyright owned by <\/i>https:\/\/www.nevertherightword.com<\/i><\/span><\/a><\/strong>.<\/i><\/p>\n
This article may contain affiliate links. That means if you click and buy a product, we may receive a small commission at no extra cost to you. <\/span><\/em>Never the Right Word is a participant in the Awin Affiliates Program, an affiliate advertising program designed to provide a means for sites to earn advertising fees by advertising and linking to participating merchants.<\/span><\/em>\u00a0For more information, please view our <\/span><\/em>Privacy Policy and Earnings Disclosure page.<\/em><\/a><\/strong><\/p>\n
<\/p>\n
\nDear [Insert Name],<\/strong><\/h5>\n
It has been two months since you joined our team and I hope you are adjusting well to the environment and getting the hang of things. Your training period ended a month ago and after that, you were expected to carry on with your duties as per the job description. As you know, the HR department of our company reviews employee records every two months and gives them feedback accordingly.<\/strong><\/h5>\n
I just received your progress reports and unfortunately, there are some areas where improvement needs to be made. I personally checked all through your recent work and I counted a number of mistakes in the reports that you have submitted over the course of this past month.<\/strong><\/h5>\n
I’ve considered how to proceed on this, and I’ve decided that we should train you for another two weeks before giving you the status of a permanent employee. This should provide an opportunity for you to look at the areas of your performance that are not quite up to our standards, and to address them. We have seen the hard work and effort that you’ve put in, and we want to support you in your development as a valuable team member.<\/strong><\/h5>\n
I have highlighted some core points where you will need to make improvements and I will discuss them with you as soon as possible. As you know, our company has an excellent reputation and we really want all our team members to reach the standards that we have established. Your extended training period will start from tomorrow and I hope you will work hard to achieve the required improvement.<\/strong><\/h5>\n
Kind Regards,
<\/strong>[Your Name]<\/strong><\/h5>\n<\/blockquote>\nThis template is firm but fair and does not leave the employee under any illusion about how they have to work hard to improve or face the consequences.<\/p>\n
[\/et_pb_text][et_pb_image src=”https:\/\/www.nevertherightword.com\/wp-content\/uploads\/2019\/05\/human-resources-growth-investment-never-right-word-scaled.jpg” admin_label=”Single Image” _builder_version=”4.9.4″ hover_enabled=”0″ custom_css_main_element=”}||.wrapper {||position: relative;||height: 0;||\/* Formula is: (height \/ width * 100%) *\/||padding-top: calc(610 \/ 800 * 100%);||}||||.wrapper__img {||position: absolute;||top: 0;||left: 0;||max-width: 100%;||height: auto;” border_radii=”on|5px|5px|5px|5px” box_shadow_style=”preset3″ locked=”on” sticky_enabled=”0″][\/et_pb_image][et_pb_code admin_label=”Managing Employee Poor Performance LinkedIn Learning Preview Video” _builder_version=”3.26.7″ text_orientation=”left” link_option_url=”https:\/\/linkedin-learning.pxf.io\/5GG9N” link_option_url_new_window=”on” global_module=”10696″ saved_tabs=”all” locked=”on”]If you want to develop your communication skills for professional environments even further, we think you\u2019ll like the “Managing Employee Performance Problems” video course from LinkedIn Learning. Check out the preview below:
