3/11/2020
A recent client told me stories about Donna, an under performing person on her staff.
As I listened through these lengthy descriptions, I asked "what was the last time you sat down F2F with Donna?"
"I have yet to do that. I am waiting for her annual appraisal."
"Why?"
"I am anticipating there will be conflict"
"Are you encouraging feedback from Donna's colleagues?"
"Yes"
"Do you think Donna has indirectly discovered your intent in talking with peers?"
"For sure"
This is passive aggressive.
Just go to Donna directly and in a timely manner. Deal only with facts and minimize your feelings.
Rule: when observing performance issues, address immediately.
It is the manager's credibility on the line if you wait!
Wednesday, March 11, 2020
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