Welcome!
Your job would be so much easier if you didn't
have to
deal with employees--at least that's what I am
often
told. If only you could focus on what you do best. At
the same time, when reality creeps back in, you
realize that your success, and the success of your
department and organization, are dependent on these
same people. It's complicated.
You wonder why employees don't perform; why
they
commit disciplinary infractions; why they just don't do
what you want them to do. You know what you
expect
of them. Why don't they?
Maybe within this disconnect we can find the answer.
Maybe managers need to simply tell employees,
or
tell them again, what they expect. But this time,
they may have have to do it differently.
Managers get tripped up on performance
improvement plans, disciplinary meetings, and
performance appraisals. We focus on the "procedure"
or the "form" too much. Maybe the answer is to
forget
the HR systems and simply talk to your employee--
have a real conversation. Two people,
expressing
opinions, clarifying what they want and expect,
clearing the air--talking. Maybe we should stop over
thinking it and just talk.
Managers usually know what they must do, but often
stumble on the words. They don't know what to
say, how to say it and when to say it. It's hard. But
even
when you get beyond this set of obstacles, there's
the
fear of having to look the employee in the eyes and
begin that bold conversation. It's scary. And
that's
when you must find the courage--courage to deal
with
the confrontation, to handle the employee's
defensiveness, to address the push back. Brutal.
Real conversations and the courage to have them,
will
enhance the relationship you have with your
employees. Walls come down, clarity sets in, and it
begins to get easier. Be bold. Begin the
conversation.
As always, call anytime (800-892-9828) with
questions.
Rick Dacri
