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?

Good Housekeeping (Philippines) - - Ask The Expert -

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

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