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er than relying totally on gossip and observation

4. Arrange to meet 1 to 1 with the member of staff to discuss the issue privately. This is particularly important given the rapid increase in open plan off

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If you are a manager or aspiring manager, sooner or later you will be faced with a member of staff who is not performing. The common response is to try and ignore it in the hope that it will go away. The trouble is that you are merely delaying what needs attention. It may well be that you end up being under scrutiny with your superiors wondering if you are really up to the job.

At the end of the day good managers and leaders want to deal professionally and compassionately with performance issues. So what are my 10 tips?

1. Review the individuals objectives and make sure they are clear. It is difficult to deal with an employee who is unclear about expectations.

2. Identify where performance is falling short of the required standard

3. Get specific examples to illustrate where performance is falling short rather than relying totally on gossip and observation

4. Arrange to meet 1 to 1 with the member of staff to discuss the issue privately. This is particularly important given the rapid increase in open plan offi

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e is that you are merely delaying what needs attention. It may well be that you end up being under scrutiny with your superiors wondering if you are really up to the job.

At the end of the day good managers and leaders want to deal professionally and compassionately with performance issues. So what are my 10 tips?

1. Review the individuals objectives and make sure they are clear. It is difficult to deal with an employee who is unclear about expectations.

2. Identify where performance is falling short of the required standard

3. Get specific examples to illustrate where performance is falling short rather than relying totally on gossip and observation

4. Arrange to meet 1 to 1 with the member of staff to discuss the issue privately. This is particularly important given the rapid increase in open plan off

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s and leaders want to deal professionally and compassionately with performance issues. So what are my 10 tips?

1. Review the individuals objectives and make sure they are clear. It is difficult to deal with an employee who is unclear about expectations.

2. Identify where performance is falling short of the required standard

3. Get specific examples to illustrate where performance is falling short rather than relying totally on gossip and observation

4. Arrange to meet 1 to 1 with the member of staff to discuss the issue privately. This is particularly important given the rapid increase in open plan off

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th an employee who is unclear about expectations.

2. Identify where performance is falling short of the required standard

3. Get specific examples to illustrate where performance is falling short rather than relying totally on gossip and observation

4. Arrange to meet 1 to 1 with the member of staff to discuss the issue privately. This is particularly important given the rapid increase in open plan off

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er than relying totally on gossip and observation

4. Arrange to meet 1 to 1 with the member of staff to discuss the issue privately. This is particularly important given the rapid increase in open plan offices

5. Prepare for the meeting thoroughly. remember this could be the start of a process that leads to dismissal.

6. Present your case and supporting examples clearly and professionally.

7. Give the member of staff the opportunity to respond without interrupting. Take the role of the listener.

8. Identify clearly the improvements required, timescales, monitoring and consequences if performance does not improve.

9. Ask the member of staff what support you or the organisation can provide to help them. This might be on the job coaching, a training course or workshop.

10. Confirm everything in writing.

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As the benchmark of any good advertising campaign, a slogan or tag line is the lasting impression it has on the consumer. A great line can be worth its weight in gold. It often plays role as the brand's core promise, rather than a pithy memorable phrase. A slogan can be a call to action, not only for the consumer, but also for the entire organization and sales force.

There is no more solid a foundation for your career in the world of nursing professionals than getting the best nursing education you possibly can. Whether your plans are to enter into a serious nursing career in a health institution, or to explore other fields such as mentoring undergraduates and fellow nursing experts, getting a quality nursing education will prove to be the single most valuable tool in helping you to reach your career goals.

National economic development is pivoted on the availability of good infrastructure. As path-breaking concepts, frameworks and methodologies are being evolved, at the national, state and local levels, especially in the critical facets of infrastructure management such as financing, contracting and regulation, an Infrastructure Manager today needs to have a variety of skills. The immediate requirement of the Indian economy is, therefore, a pool of holistically trained domain-ready infrastructure managers. The comprehensive Post-Graduate Diploma in Infrastructure Management (PGDIM) Programme offered by Karnataka's prestigious Visvesvaraya Technological University (VTU), through the School of Management for Infrastructure and Development Strategies - India (MINDS), at Bangalore, is a timely response to this crying need and the first-ever initiative of its kind. From this academic year, the PGDIM is being offered in an innovative format whereby a student will receive the PGDIM on successfully completing the first year and also an MBA Degree in Infrastructure Management, after the second year.

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