Apr 09, 2022
In Welcome to the Food Forum
One of the most difficult conversations most managers ever have is when they need to meet with an employee to discuss a Telephone Number List performance problem. Most managers either put this discussion off altogether (just hoping against hope it will go away), or so clearly mismanage the discussion that the employee leaves feeling Telephone Number List demoralized and unmotivated. However, the following three strategies can help you the next time you find yourself needing to coach an employee to improve. Focus on Telephone Number List specific performance issues, not personality. You may just know that the performance issue is obvious to the employee, but that is frequently not the case. It can be very tempting to Telephone Number List use general language like "not a team player", or "attitude problem", but the other party will not understand what you mean. They will probably get defensive and then you have immediately lost any hope Telephone Number List of having a positive outcome. So make sure you are clear and specific when describing the problem. Instead of complaining that they were not a team player, say instead "When Telephone Number List you missed the deadline by 2 days, it caused the whole team to be behind on this project". As a result, you will be focusing on the performance issue in a clear way and not making what can be perceived as a personality attack. Encourage the Telephone Number List employee to take ownership for solving the problem. One of the best ways to do this is to ask him or her what suggestions they have for improving. This puts the Telephone Number List responsibility on their back, and not on yours. By engaging them in the solution, you are encouraging ownership of not just the problem but also the solution. This gives them the opportunity to feel more empowered and willing to make a change. Your goal is not to assign blame or make Telephone Number List someone feel guilty; your goal is to improve the problem in the future.