If you have employees, you are going to encounter employee problems.
The best approach to addressing issues with employees is clear, authentic communication.
Conducting powerful performance reviews is key to maintaining a positive company culture.
When to Conduct a Performance Review
Most performance reviews are held annually, however you have the freedom to hold them as often as you feel necessary. Some owners hold them every six months; some do so even more frequently.
The important thing to realize is that your employees can view performance reviews as negative. When you schedule these reviews, do it in person and explain that it’s a time to have a conversation – not a lecture – about what’s going well and what can be improved.
By Susan Fennema
Your custom-software project is nearing its end. But, the client is already submitting bugs, tweaks, and flat-out changes. You are out of time and out of resources, but the client wants MOAR. Saying no and setting clear expectations along the way could have helped you. But, now what?
Saying no at the end seems disingenuous. It can create fear, uncertainty, and anger. But, at some point, avoiding the hard conversations will result in even more of those bad feelings. The key is not to necessarily out and out say no. It’s to set expectations, and then to use clear communication with consequences.
So, here are some steps to manage things at the crazy end: