{"id":3331,"date":"2009-02-27T15:32:39","date_gmt":"2009-02-27T15:32:39","guid":{"rendered":"http:\/\/www.hrresource.com\/articles\/view.php?article_id=1247"},"modified":"2009-02-27T15:32:39","modified_gmt":"2009-02-27T15:32:39","slug":"dealing-with-employee-performance-issues","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2009\/02\/27\/dealing-with-employee-performance-issues\/","title":{"rendered":"Dealing With Employee Performance Issues"},"content":{"rendered":"

As much as we hate to admit it, employee performance issues are just inevitable in any business. Fortunately, there is something that managers can do to remedy the situation. Unfortunately, however, this method is something that most managers do not commonly practice. This is not because the managers themselves do not have the time to do this method at all. Managers do have the time, and if they are busy dealing with managerial affairs, this is still something managers should take time to do. But this is not the issue at all because most managers actually avoid circumstances that would require them to do this activity. So, what exactly is this activity?
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