Why doesn’t this person get it?
Are you getting frustrated with someone?
“It is insanity to keep doing the same thing over and over again and expect a different result” Einstein
The question is are you trying to deal with a particular individual in your team in the same way over and over again and expecting a different result. You may need to change your approach.
The key to a successful performance improving discussion is first to assess what approach will work most effectively with the individual and how to manage then conversation. Here are some top tips for you to try out and see if you get a different result…..
1. Prepare– Sounds obvious but how many of us actually prepare for a conversation before we have it? The key to a successful conversation is planning with the outcome in mind. Ask yourself what do you want to achieve from having this conversation and then work backwards.
2. Ask Open Questions & PAUSE– How many of us ask a questions and then stop listening? To help you assess the situation objectively and support the individual you will need to hear their say. Summarise what you have heard to show you understood making them feel heard. This will better equip you to deal with the situation. There may even be something else going on that you didn’t know about.
3. Be Assertive (not aggressive or passive) – Striking the balance between passive and aggressive is essential to a successful performance discussion. You don’t want to be angry or aggressive as the individual is likely to stop listening and you also don’t want to be passive (not say anything) or apologetic as they are likely to take no notice or not even know there is an issue! Being assertive is the ability to express your desires whilst respecting other’s needs. Preparation of what to say and ask, expressing yourself and listening are all key for this step to be successful.
4. Give specific feedback – I am not an advocate of the “Shit Sandwich” (excuse my French +:-) – 🙁 + 🙂 feedback). Giving constructive feedback is helpful, if someone isn’t performing in a particular area be straight with them and give examples and impact of their actions, reassuring them you are confident in their ability to rise to the challenge. However If you sugar coat the feedback the message is likely to get lost in the coating.
5. Offer support – Offer support and ensure there are no training gaps. Sometimes it is easy to assume the individual knows what they are doing, this is not always the case and they may not come forward and admit their gaps easily.
6. Be clear of consequences – Confirm your expectations specifically and what will happen if performance does not improve. Leaving no grey areas of what is expected. Set a review date to follow up.
7. Monitor and continuous feedback – Monitor the individual’s performance and give instant feedback if and when relevant. Don’t wait until the review date to give feedback make it continual positive or developmental – remember to be specific it is not enough to say well done – the question in their mind will be what am I being praised for?
Give these tips a go for a different result, good luck with your conversations until the next time….
Enjoy the journey….
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