• Do a 360° evaluation. In this procedure, peers, subordinates,
management, and the employee evaluate the employee’s performance
using an approved and standardized tool. Guard everyone’s privacy during this process. This valuable tool often brings to the surface problems that have held an employee back for a long time. Contact human resources or organizational development Web sites or consultants to find the appropriate version of this tool. If the employee is open to constructive feedback and will work toward positive change, this can be a great process.

• Assess the employee’s work habits. Does the employee have any
work habits that are stealing time from her performance and diluting
attention to quality? Is longing for a cigarette break distracting
the employee several times a day? Is an ill-planned workflow sending the employee to the copier room too many times a day? Would fewer trips allow greater concentration on detail? Does the employee stop work to chat during her most productive times? Does the employee’s flextime cause her to leave too early each day to do a final quality check?

Quality of work issues have been the focal point of the greatest
investment of time and money by businesses of the twentieth century. If you are struggling with these issues, do not feel that this is a problem that is peculiar to your company or department. Companies are forever looking for new programs that magically boost quality across the board. IS0 9000 and Total Quality Management are just two of the major initiatives focused on upgrading quality throughput and services. Dealing with the individual whose quality is substandard is the most effective approach to solving greater problems. Quality issues are solved one employee at a time.

Taken From: 201 Ways to Turn Any Employee Into a STAR Performer