Many of us have experienced this. And wondered what we missed.
Reality? We probably didn’t miss anything. The challenge? Recognizing what the cause is. Then deciding what to do. What’s changed since person started? Can we guide person back? Or do we need to bite the bullet?
3 Steps to Resolution
Sitting down and discussing what is going on is difficult.. Is employee aware? What do they think the cause is? All the normal questions we have been pondering. And many times avoiding. Leaders have all found themselves at one time or another, procrastinating on decision.
That conversation often can resolve the issues. Frequently the person’s view of the role and the actual role are messing things up. People grow. Change. Just clarify and modify their role. Does the job need to totally change? Rarely. Look for small modifications first.Sometimes people outgrow the job or organization. Or lose confidence in boss, mission, or organization. Harder conversation. This is where some coaching comes in. Sit down and discuss what would make things right. Concentrating on positive outcome. Don’t let conversation turn into gripe session.
There are times when discussing and coaching, aren’t going to work. Sit down and discuss what comes next and how soon. Having resolution often eases situation. Makes it tolerable. That can be best solution if employee role is critical, or at critical point in project. Where transition time is needed for project and employee.
In these situations, employee likely knows and is uncomfortable. If employee knows they can start to look in exchange for better performance things can become tolerable. Just make sure both parties know the end date.
Difficult situations? Should always be addressed immediately. We all know that. There are 1000 reasons why it does not happen 100% of the time. Then all we can do is suck it up.
What makes it better? Use situation, after the fact, as coaching experience with rest of team.
Last point. We talk about using Contribution Factor as simple way to track financially. When evaluating employment options look at impact on Contribution Factor for team. How situation is resolved can impact numbers. Anticipate. Natural to immediately see negatives. There can be positives. How is team going to pick up slack? How can numbers work for you? Can re-arranging assignments streamline or speed up project. Increase motivation and excitement about project? Look ahead, not back.
Interested in Contribution Factor? See Tag online.
Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.
