As a supervisor, giving an employee evaluation can be dreadful. You start by staring at yet another blank form. You go through each performance category, carefully marking your choice of below average, average, or above average. And when done, you recheck your responses, making sure that the report is “balanced.” Too many low marks, and your employee might be upset. Too many high and there is nowhere to aspire. What is the answer? Rank the employee in the middle…the sweet spot! Not hanging back, not showing off. The solution is average.Read More›
Are things just going too smoothly? Does everyone seem to be in harmony and all on the same page? Here are a few ways to really rock the boat and make everyone hate communicating with you. Then you don’t have to be a communicator at all!Read More›
Recently we were working with a group of leaders and discussing an issue about an employee. The issue the leader brought up was how to get an employee to look for multiple options in order to solve a specific problem. As we do in many sessions, the group took turns asking questions about the situation. No one is allowed to offer solutions until the issue is fully vetted. This process forces the other leaders not to jump in to solve the problem right away, but get to the root cause of the situation.
Through this process, the team discovered that the situation that was being discussed was merely a symptom of a much larger issue. The leader that brought the situation to the group had been repeatedly frustrated by some of the actions of this employee but had not looked beyond whatever the current ‘problem’ was.
How often does it happen where we address concerns with an employee multiple times but don’t really get the problem solved?Read More›