Conversations around managing poor performers

The video discusses managing difficult conversations with poor performers by focusing on facts and not opinions. It emphasizes the importance of addressing issues promptly rather than waiting for annual reviews. The speaker shares a case study of a first-time manager who excelled individually but struggled with team management, highlighting the need for tailored support and development to enhance managerial effectiveness.

What approach does the speaker suggest for managing poor performers?

How does the speaker describe the importance of timing in having difficult conversations?

What are some key elements the speaker believes should be included in a conversation about performance?

What challenges did the specific person mentioned face in her management role?

What strategies did the speaker use to help the struggling manager improve?