This is my third video on this topic. My next video will talk about the importance of properly documenting these conversations, so stay tuned. As always, your comments are welcome and appreciated!
It was a beautiful day in Reno, so I ventured outside. I clearly have a lot to learn about making these videos, and especially making them outside, so any suggestions you have on how to improve would certainly be welcome.
You should follow me on twitter here.
Bret,
Very impressed with the sound quality on your video. Wish I could say that Fargo, ND was 5% as beautiful as Reno NV, but we both know that’s not possible. Wow, what a beautiful place. I miss the mountains.
Thanks for the post. After watching your video I realized that the one experience that I have had regarding employee performance I handled about as wrong as I could have. Employee stated that they felt the assignments I was giving were “busy work”. I felt the tasks were necessary and the employee was whining. One week later, the “busy work” was being performed absolutely wrong (perhaps intentionally in retrospect) and had to be repeated by a different employee, much to my frustration. I did not make the connection at the time and explained to the employee that the task was done improperly. Tasks were executed wrong the following week. I spent an hour “re-teaching” the proper procedures making the assumption that the employee was not aware of the proper methods. The task was done wrong the next week as well. The employee was moved to a different supervisor shortly after.
Wow, was that a failure on my part. I failed to form that partnership to help the employee. Very, very frustrating situation for me that could have been avoided with a little insight.
Thanks again for a great post.
Alex
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Bret L. Simmons Reply:
October 24th, 2009 at 5:37 pm
Alex, how will you do this differently the next time it happens? Thanks for the kind words on the video!
Thanks! Bret
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1) Address the issue of employee engagement with respect to the work responsibilities immediately, rather than dismiss it as unimportant
2) Do a better job on the front end of clarifying my expectations concerned with the responsibilities of the position. (I thought I had done that but maybe there was some confusion)
3) If it gets to the point I was in before with a behavior issue, I will take the “helping” stance you discuss as opposed to making the employee feel like an idiot by assuming there was a misunderstanding.
4) Focus less on the binary “completion of the task” and more on the importance of buy in by the employees.
Those are the things I can think of off the top of my head. I spent more time trying to fix the behavior rather than understand why the behavior was occurring. I was overwhelmed at the time by own responsibilities and took a very reactive approach to the problem. (something that I imagine occurs quite often in business mgmt) Sounds like, it may have been easier for both of us had I taken the time initially to help the employee out (i.e. address the concerns about the tasks being busy work).
Am I off base with these? Let me know so I can further change my thinking on this process if I am.
Alex
[Reply]
Bret L. Simmons Reply:
October 24th, 2009 at 9:09 pm
Excellent, Alex! When employees do unexpected things, don’t get pissed, be curious. Ask “why” the heck is this happening and what can I do to change it? Approach it as a challenge and an opportunity to learn and grow yourself instead of seeing it as a hinderance. It all builds toward you becoming a more effective leader. Thanks!! Bret
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Since you mentioned that documentation will be on the next video, I assume you’ll address what happens when team members can’t or won’t make the changes they’ve agreed to.
I applaud the emphasis on behavior. Too much stuff that’s directed at supervisors gets lost in motivation and attitude. Behavior is observable and so are any changes. Behavior is describable, so you have the tools to discuss it and work toward change.
In the Working Supervisor’s Support Kit, I suggest that whenever you find yourself saying that someone “has a bad attitude,” ask yourself what they do or say that leads you to think that. Then work on those behaviors.
[Reply]
Bret L. Simmons Reply:
October 27th, 2009 at 3:13 pm
I appreciate you adding this Wally – I totally concur. I’ve got more to say about attitudes. VERY misused concept. Thanks!! Bret
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