Q ONE OF MY DIRECT REPORTS IS LAGGING BEHIND HER TARGETS AND COMING IN LATE. HOW DO I TALK TO HER ABOUT HER BEHAVIOR AND MOTIVATE HER TO DO BETTER?
Ask her insight-generating questions on her goals, and how she’s going about achieving them. Your discussions can facilitate her own assessment of whether she is doing well or not.
Find out what motivates your direct reports by asking them questions like: “What do you want to achieve at work or in your career?” and “How can we work towards those goals this year?” If the team member aims for, say, a promotion, use this as the goal and have her identify strategies to attain that goal.
You may also periodically ask your team members: “How has your performance been in the last month?” Then try to help them realize how they can address performance gaps by asking: “What do you think led to your latest performance?” and “How do you want to work on these problems this month?” Through your questioning, your staff will realize that you are aware of their shortfalls but would like them to work on these.
Should this particular team member refuse to take responsibility for her lagging performance, then simply state the gaps in her performance and discuss the impact those will have on her long-term goals. Ask the team member what she plans to do about it. In this way, you remind the team member that she is responsible for her career and the consequences or rewards of her performance. —Malou Trenas Del Castillo