Do you have a "problem" with one of your staff? Is there some area in
which they are not meeting your expectations? It often seems easier
to just ignore (or transfer) the problem. However, as an effective
manager you will want to deal with the problem - and to
constructively counsel this person to achieve improved performance
from them. Here are some great guidelines for doing just that.
 | State the problem. State your observations (the facts) of the
events to the person - and leave out the emotions and the
judgements.
|
| Outline the effects of their behaviour - on them, on you, on their
colleagues, on the organisation.
|
| Obtain the person's agreement that there is a problem. This is
where you encourage them to speak – you may need to ask lots of
questions, and allow silences.
|
| Coach/encourage them to discuss the problem, the possible
causes/reasons, the possible courses of action. Coach the person so
that they arrive at the actions that now need to take place.
|
| Together decide on the timing of the actions, and the assistance
that they may require from you. Write this down - give them a copy
of your handwritten action plan before they leave.
|
| Decide on the date and time for at least the first follow up
meeting. Arrange a "status meeting" first for the two of you to
discuss progress towards the agreed actions. And be sure to have
the meeting as planned!
|
| Ask them if there is anything they would like to add - give them
the benefit of the doubt.
|
| Thank them for the discussion and tell them that you are looking
forward to their enhanced performance.
And the secret for
all of this working?
|
Give your staff immediate positive feedback when it occurs
on-the-job.
Realisations Consultancy can help you to effectively manage your
staff with a program tailor-made to meet your needs.
Please contact Dr Genevieve Armson (08) 9470 2662 or
genevieve@realisations.com.au
