After discerning your employee's emotions, move the discussion to the causes of underlying performance problems and ways to close skill gaps. Ask questions that give the person the first opportunity to offer ideas: "If you're falling short of your goal, what do you think the reasons are?" or "What would help you learn how to delegate better in order to prepare for your new managerial role?"
If you don't hear a thoughtful reply, ask further questions: "Could the problem be that you need more training? Are there too many distractions in the office?" or "What do you think of taking that workshop on delegating that's coming up next month?"
No comments:
Post a Comment