What are the different personality traits?

The five broad personality traits described by the theory are extraversion (also often spelled extroversion), agreeableness, openness, conscientiousness, and neuroticism. Trait theories of personality have long attempted to pin down exactly how many personality traits exist.

Many factors go into influencing personality, including genetics, environment, parenting, and societal variables. Perhaps most importantly, it is the ongoing interaction of all of these influences that continue to shape personality over time.

Let’s take a quick look over these major elements that imprints a person’s behavior inside and outside of the organization.

• Abilities. Abilities are the traits a person learns from the environment around as well as the traits a person is gifted with by birth.
• Gender.
• Race & Culture.
• Perception.
• Attribution.
• Attitude.

Values, Morals, and Beliefs Character Traits

• Honest.
• Brave.
• Compassionate.
• Leader.
• Courageous.
• Unselfish.
• Loyal.

Here are six strategies for managing a negative employee.

1. Don’t write off the negativity.
2. Reject excuses.
3. Make the employee part of the solution.
4. Force positive behavior.
5. Develop an action plan.
6. Know when to say goodbye.

Let’s go through 15 proven methods to effectively deal with an underperforming employee.

1. Question yourself.
2. Avoid emotional confrontation.
3. Be prepared.
4. Be specific.
5. Deal with underperformance as soon as possible.
6. Understand external factors.
7. Give appropriate training.
8. Understand what motivates your employees.

Address underperformance The issue is unlikely to go away on its own, and other employees may lose motivation if they have to carry the burden of poor performing colleagues. Address underperformance issues straight away. It will make it easier to resolve issues and avoid more serious problems.

Top 5 Tips To Handle Poor Employee Performance Effectively

1. Be specific with facts in hand. It is important to confront to your employees about their respective performances.
2. Consider the needs of your employees.
3. Focus on feedback.
4. Provide Performance Support Technology.
5. Offer rewards and recognition.

With that in mind, here is a step-by-step guide on how to talk about poor performance:

1. Create clear metrics of job performance.
2. Have the right mindset.
3. Collect 360 feedback from other team members.
4. Have a one-to-one meeting.
5. Use the Johari window matrix.
6. Ask questions, listen, and understand.