It’s often said that dealing with “people problems” can be one of the most challenging aspects to being a boss. Interacting with a complex system of thoughts, feelings energy and emotions that most of us are made of can bring with it unwelcome unpredictability to our daily work routine and can leave us wishing we had a clear road map for how to proceed. Fortunately, there is an approach that can help. Here are 4 steps you can take as a boss to engage in a positive way when a team member’s performance or attitude is not where it needs to be (plus a bonus step to help prevent such occurrences). I’ve written it out in primarily bullet point form to hopefully make it a quicker read.
IMPORTANT: If your organization has guidelines that relate to employee performance and feedback, be sure you understand them well and thoroughly adhere to them. Check with your own manager as well and keep her/him in the loop.
As manager, your fist job once you’ve become aware of an issue is to determine exactly what’s going on. Here are some tips:
Once you’ve done your homework and gathered information , it’s time to sit down with your team member. Do this in person if at all possible; if not, then via video conference
Once you’ve met with your team member, it’s vital that you pay attention and be actively watching for improvement.
Wouldn’t it be nice to not have this situation in the first place? You can’t guarantee that you won’t have challenging employee situations from time to time, but there are things you can do to help insure you have a motivated team that is humming on all cylinders.
Working through challenging situations with your team members can actually be a rewarding part of being a boss. It takes commitment from you to be consistent and when possible, collaborative. See all of your people as the individuals they are, and it will make guiding them through rough patches go a little more smoothly.
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