I'm very annoyed when leaders talk about employees who do not meet the minimum requirements. It seems that rather than dealing with the problem, leaders often find it easier to cope with this issue. A big part of leading people is helping them understand when they are doing well and not doing it so well. It's especially important to know someone at once when doing a good job. When they need to improve, your job is to train them to better performance.
Some key training courses are: 1. Information: Know what's happening to your staff. 2. Listen to sympathy. 3. Be aware of the working environment. This comes from talking to people. 4. Guide your staff so that they know exactly what is expected. 5. Giving feedback
Good coaches are good models. They demonstrate good work practices. They also meet people well enough to develop them appropriately.
Training is situational. You take different approaches by employee and their overall knowledge and experience, as well as the ability to do a particular task.
Look at the roast.
Grid I: Competent and Experienced Experienced There is no issue with employees in this field. There is little follow-up here because the employee is dependent and good at his job. Although little follow-up is needed, it's always wise to show gratitude for these gems! Oral "attaboy" or "attagirl" is a good and written memorandum is even memorable.
Most people I asked for to receive written letters or memos telling them they did a good job say they still have these comments years later. Remember, it takes only a few moments to express your gratitude in writing.
I. Trying on a mission and talented No problem: Contact, but let employees do their job. Little follow-up.
II. Inexperienced in a task and talented To prevent problems: Check and guide by giving relief work a few follow-ups.
III. Experienced in Tasks but Inadequate for a Project Fix Problem: Trainers and DEAL with Problems. Follow often.
IV. Inexperienced by task and incompetent at work Fix Problem: Reading or continuing education. Follow often.
Grid II: Legal, but Inexperienced If an employee is having trouble after giving instructions, you can avoid problems by guiding him with help
H = Hear problem. Listen to your employee's opinion about the project and say your own opinion. E = Encourage by asking open questions to learn more. Get information about the situation that causes the problem. Discuss a project until it is a mutual understanding of the problem. L = Lead an employee to bring his own suggestions on what to do to solve the problem. P = Promise an employee for his / her ideas for problem solving. Sometimes, to provide resources and additional help, if necessary.
Grid III: Experienced, But Unaffected You need to fix this problem! The employee has been trained and retrained but still fulfills expectations. Before you provide them, read the problem.
D = Describe the situation without becoming personal or teaching. Be determined and objective about circumstances, not the person. E = Express your feelings. "When this happens, I'm worried (or frustrated) because we're not meeting customer expectations" (or waste time and precious resources.) Do not start phrases with "You Ever" or "You Never". The employee will be protected and argued with you. A = Ask for what you want an employee to do. Be determined with deadlines and checkpoints. L = Leave a positive comment. Be inspiring and expect good results. Be stimulating rather than challenging.
Follow-up repeatedly. If an employee fails, it's time to quit training and start training.
Grid IV: Inexperienced and Unauthorized Do this training or retraining problem. Be specific about instructions and ask the employee to repeat them to make sure he understands what is expected.
With these training ideas, your job as a leader becomes easier.