Addressing Performance Issues through Constructive and Positive Feedback

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Employee motivation varies from one employee to another. Employee motivation refers to the energy level, enthusiasm, commitment, and levels of creativity that an employee brings to the company. This energy varies from one employee to another and is also bound to change in the course of employment. The management team is responsible for ensuring that the employees are provided with a conducive environment to keep them motivated (Ott, Tolentino & Michailova, 2018). Jim's case is an example of how employee motivation can diminish in the course of employment. Therefore, Jim's case can be addressed by finding out the cause of his lack of motivation and suggesting ways to help him regain motivation.
How To Address Jim's Performance Issues
The initial step is to gather enough information or facts about Jim's performance. For instance, I will inquire about when he started coming to work late and when his performance deteriorated. This information will be sufficient to address them in a manner that will help Jim improve his performance. I will use the sociological employee-employer strategy to find out the cause of Jim's lack of motivation in the workplace. The sociological approach points out that organizations are a part of society characterized by individuals from different backgrounds, educational levels, emotions, dislikes and likes, and personalities. These factors are bound to create issues between the employee and the employer. Therefore, the key solution to sorting such issues is by identifying the sociological cause of the issues. In turn, a solution would be outlined to prevent the issue from affecting the employee's performance.
Jim's case does not point to a situation where the organization has provided him with an inconducive work environment. Jim used to be a hardworking employee but has recently begun to show an issue with his performance rate. Therefore, the best solution is to identify the cause of Jim's behavior by talking to him. The conversation will begin by outlining his astonishing performance in the workplace. The next step would be to outline the concerns about his lateness and how it has caused issues in the production line. This strategy will inform Jim that the company is not satisfied with his recent performance, yet he has been a high-performing employee. This conversation will be kept friendly to prevent Jim from getting the idea that he is being confronted. Confronting him about the situation might prevent Jim from being honest about the factors that have negatively affected his work performance. Therefore, the conversation ought to be calm and persuasive.
Once I have outlined the organization's concern about Jim's performance, I will offer him an opportunity to explain the cause for the recent behavior that has negatively affected his performance. There are various factors that can contribute to the changes in employee motivation. The main factor is the provision of a conducive work environment. If the work environment is not conducive or up to the expectations of a particular employee, they are likely to quit work or express a reduction in performance....