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Tamara Wiggins Steele, Attorney

Working With Difficult People

December 3, 2016

When there is a problem with workplace performance, look at the "before and after" -- what came before and after the performance. Often a performance gap can be attributed to one of these important factors.

Before the workplace performance . . . .

  • Was there a clear agreement on desired performance?
  • Were incentives and reward systems aligned with the desired performance?

After the workplace performance . . .

  • Was there a consequence for the difficult behavior or undesired workplace performance?
  • Was there ever positive reinforcement given to the employee for the desired performance?