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blem solving sounds so uncomplicated. However, we understand it is not for uncomplicated as it seems. Employees do not behave as we wish they would. Problem solving conversations are the ones we always tend to or absence to avert. Why Because we panic or are concerned about how the workers may respond. In a minute we ambition find ways to conquer these challenging positions.
What you must memorize is that it is important NOT to avoid these conversations as a result of sensibility uncomfortable about having them. If you were the adviser of a baseball team [link widoczny dla zalogowanych], you would want your actors to give it their all. What they ought be able to expect of you in return, is that other actors on the team are performing as they need to. Why ought the shortstop melodrama his heart out if you let the pitcher or 1st baseman not play at the same level
Key Points
Guiding answers are a significant tool when in a problem solving talk. Regardless of the affective answer of the employee, we have to all converge aboard the problem behavior not the problem employee. It is not private.
Two opener things apt keep in mind are
Always remedy the employee with professionalism, reputation, and respect.
You are responsible because the rendition of your whole crew. If you let
the lack of performance of any an person go unaddressed because you are uncomfortable dealing with it, you are being unfair to everyone else on the team. As a outcome [link widoczny dla zalogowanych], you would not be fulfilling your job responsibilities as a team leader. It is your liability to residence any individual issues that are affecting the teams performance or spirit.
The Problem Solving Model
It is invaluable to allow the employee to solve as much of the problem as possible. The extra employees tin solve their own problems, the extra probable they are to carry via with the solution, AND the extra neutral they transform.
In problem solving, the chances are fairly likely that the person will not be capable to solve the problem without aid from you. It is momentous that you recognize the performance problem and the causes for the problem.
It is also important that you intend solutions to the problems resolution before you encounter with the individual. If the employee engages in inappropriate problem solving blaming, excusing, safeguarding, seeing to others for the solution you absence to be able to redirect the problem solving to a more pregnant vein. You may find that you have to TELL the employee what the prepossessing solution is. Thoughtful planning and train boost the chance of success as you manage performance.
Open the conversation clarify the intention of the conversation. It is important to focus the problem solving conversation early. It you want to discuss other things, save them for different conversation. Mixing other topics into a problem solving corrective operation conversation diffuses the impact of the conversation and reduces the possibility of performance change.
Be up front and specific. I want to argue the missed deadline.I want to speak about your production numbers. At the same time, express your confidence that we attach can determine this problem.
Clarify the problem. This is where you clearly define the problem. Use characteristic outcomes or observable behaviors. Avoid absolutes [link widoczny dla zalogowanych], generalizations, hearsay, or opinions. Be specific. Instead of saying, you are always late, say, you were at least 10 minutes late three times last week.
Further specify the problem along identifying the impact of the persons action on
a) The group i.e others have to cover for you when you are not in due time.
b) The division or team our scope mathematics suffer
c) You I must take period to behave appointments like this when I could be coaching or act additional treatment activities.
d) The employee Your accidents for growth or even proceeded employment may be jeopardized.
3. Make sure namely you inquire whether the person un