Poor performance may also be related to the person having insufficient knowledge to perform the task, so their performance may improve if they are given additional training or coaching. Certain people are also better at certain jobs than others, and if the right niche is found they may perform well.
Give feedback in such a way that:
1. it doesn't always appear to be negative and critical
2. negative feedback isn’t presented in a public place in front of other staff and workers
3. it isn’t shouted or given in a rude or abrupt way
4. the problem is explained with a suggestion on how you think they can improve their performance
5. Supervisors should be involved when one of their workers is praised or criticised
If a person’s performance doesn't improve, and they can’t give a reasonable explanation of why they will not, or cannot, improve then consideration must be given to following the disciplinary process.
People appreciate being thanked for their efforts, and positive feedback should be provided if a task is done well, a milestone is met, quality standards are exceeded, or a task is done safely. This praise can be public, but not an everyday event or it will appear that you praise anyone and everyone, and it loses its impact.
(an extract from ' Successful Construction Project Management - The Practical Guide')