Avoid These Disciplinary Mistakes
Are you making these disciplinary mistakes? If so, you may be creating a worse situation with your employees.
Correcting unacceptable behavior and performance is a part of a leader's responsibilities. But as a leader, when you don't do it well, you'll end up more frustrated than before you started.
So, let's take a look at the top mistakes that leaders make when conducting a disciplinary conversation.
1. Poor preparation. Be sure to take a few minutes to gather your documentation and evidence so that you can communicate the problem correctly and fully with the employee.
2. Fuzzy expectations. It's important to be clear about what you want, when you want it, and why.
3. Lecturing versus engaging. Ask questions so that the employee stays engaged during the discussion. That could include a question about impact, or it could be a question about how the employee will solve the problem.
4. Getting off track. Many leaders, in a spirit of trying to be helpful, end up agreeing to more action items than the employee does. Unless the employee raises information you weren't aware of, you should stick to your agenda.
5. Focusing on others. Some employees will claim that other employees are also demonstrating the unacceptable behavior. Avoid telling one employee what you might do to other team members; stay focused on the employee in front of you.
6. Being too negative. Avoid letting your tone get too aggressive. Remember that the intent is to change the behavior, not punish it. Convey your positive intent that the employee can and will meet your expectations in the future.
By avoiding the pitfalls of conducting a disciplinary meeting, you as a leader will increase the probability that the employee will change their behavior and meet your expectations.
How do you ensure, as a leader, that you’re approaching disciplinary talks properly?
Видео Avoid These Disciplinary Mistakes канала Unique Training & Development
Correcting unacceptable behavior and performance is a part of a leader's responsibilities. But as a leader, when you don't do it well, you'll end up more frustrated than before you started.
So, let's take a look at the top mistakes that leaders make when conducting a disciplinary conversation.
1. Poor preparation. Be sure to take a few minutes to gather your documentation and evidence so that you can communicate the problem correctly and fully with the employee.
2. Fuzzy expectations. It's important to be clear about what you want, when you want it, and why.
3. Lecturing versus engaging. Ask questions so that the employee stays engaged during the discussion. That could include a question about impact, or it could be a question about how the employee will solve the problem.
4. Getting off track. Many leaders, in a spirit of trying to be helpful, end up agreeing to more action items than the employee does. Unless the employee raises information you weren't aware of, you should stick to your agenda.
5. Focusing on others. Some employees will claim that other employees are also demonstrating the unacceptable behavior. Avoid telling one employee what you might do to other team members; stay focused on the employee in front of you.
6. Being too negative. Avoid letting your tone get too aggressive. Remember that the intent is to change the behavior, not punish it. Convey your positive intent that the employee can and will meet your expectations in the future.
By avoiding the pitfalls of conducting a disciplinary meeting, you as a leader will increase the probability that the employee will change their behavior and meet your expectations.
How do you ensure, as a leader, that you’re approaching disciplinary talks properly?
Видео Avoid These Disciplinary Mistakes канала Unique Training & Development
Показать
Комментарии отсутствуют
Информация о видео
9 октября 2018 г. 5:55:21
00:02:34
Другие видео канала
Helping Your Team Members Become Process ExpertsComprehensive Supervisory TrainingDealing With Fluctuating WorkloadsA Benefit of Empowerment: Your Team Answering Questions and Solving ProblemsShare the Big PictureHow often do you have performance conversations? #LeadershipDevelopmentPositive EmotionsThe Leadership Development IcebergTrends in Front Line Leadership TrainingThe Leadership Trap | Part 1Optimizing Manufacturing Operations Through Supervisory TrainingWhat Is On-the-Job Training?Boost Employee Motivation and Engagement!Stuart Morley: Strategic Business Growth and LeadershipPotential and GoalsStrategies to Boost Employee MoraleThe skills of a successful plant managerImprove Leadership SkillsWhere Everybody Knows Your Name 🎶Develop Better Leadership HabitsDo Your Actions Decrease Accountability on Your Team?