Are you getting frustrated with someone?
Einstein said, “It is insanity to
keep doing the same thing over and over again and expect a different result.”
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 firstly to assess what approach will work
most effectively and then to manage the 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
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 them and they will feel heard, making
you better equipped 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 “Sh*t Sandwich” (excuse my
language +J-L+J feedback) Giving
constructive feedback is helpful; if someone isn't performing in a particular
area be straight with them and give examples of the impact of their actions,
reassuring them you are confident in their ability to rise to the challenge. 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 On Consequences
Confirm your expectations specifically and what will
happen if performance does not improve, leaving no grey areas about what is
expected. Set a review date to follow
up.
7. Monitor and Provide 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. Whether giving positive or developmental feedback, 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...
Interested in one of our bespoke power2manage ½ a day
workshops? We can come and deliver to your management team at your premises.
Short sharp workshops with immediate impact, at your convenience.
To find out find out more: http://www.power2progress.co.uk/services/power2manage/
You may qualify for ½ price training, contact us:
01933- 667729
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