Not appropriately recognizing well-performing employees or providing adequate feedback. Related: Difficult Conversations: What Not to SayĤ. You will end up with bigger problems if you don’t handle these issues as soon as possible. Coach employees to help them see what they need to do to meet your expectations deal with bad performers. Sooner or later these issues will be apparent to people outside the team and it will reflect on you. Get beyond your feelings of discomfort and begin to address issues that are holding back your team from success. Delivering bad news or explaining to someone that he or she needs to turn things around can be difficult. Avoiding difficult or uncomfortable conversations before it’s too late. Send an email to the employee to follow up and be sure to continue to oversee the situation until it is resolved.ģ. Take15 minutes after a counseling session with an employee to note what was said, what you agreed to and the next steps. So, start documenting things right at the start of any attempt to set an employee on the right path. If a situation is improperly documented, this can lead to he said/she said situations and claims and legal liability. Trying to piece together and articulate how you handled a situation after the fact may put you in jeopardy of appearing as if you didn't handle it properly. It's time to stop crossing your fingers and hoping you won’t need performance documentation if an employment decision such as a termination goes sideways. Lacking proper written documentation of workplace issues. Related: How to Turn Negativity Into CreativityĢ. Save the hammer for the rare occasion it’s warranted. Communicate with care, concern, openness, clarity and from a place of support. Remember your objective is to motivate, help people get their work done and drive the company toward success. If you're leading a team or rely on co-workers to accomplish things to meet your goals, be sure your communication style fits the situation and the co-worker you're addressing. Not every situation requires the hammer treatment. Unfortunately, some managers have only one tool in their tool kit and it’s a hammer. So motivating employees appropriately is key. Managers and employees are under an immense amount of pressure to succeed. It's a priority that your company repeats previous successes or makes up for missed targets. At the beginning of a quarter, new company goals and objectives are introduced. Not setting the right tone by being too harsh or negative or not communicating effectively. When was the last time you took an inventory of your business practices to root out bad habits? If you're doing any of seven activities, now might be the time to stop.ġ.
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