Join Todd Dewett for an in-depth discussion in this video Determining the appropriate intervention, part of Managing Employee Performance Problems.
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- Once you've observed the pattern of behavior…that is unacceptable, you have to make a decision…about how to interact with the person in a manner…that gives you the highest odds of success.…Let me start by noting the two responses you won't use.…First is an unplanned intervention.…It's not uncommon.…You see an unacceptable behavior.…You know you've seen it before.…You conclude it's a pattern and you know…of what conflict isn't good so you jump in.…Understandable but not smart.…Before any tough conversation,…you plan how to make it successful.…
The other unacceptable approach is to engage…too strong or too heavy as your first move.…If you see a problem behavior and react by publicly…embarrassing the person or by immediately threatening…to add a letter of reprimand to their personnel file,…you risk for over damaging the relationship.…Formal and stiff responses are sometimes needed…but they usually shouldn't be relate response.…Okay, so let's start thinking…about informal versus formal interventions.…Informal simply refers to interaction that is more casual,…
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- Determining the appropriate intervention
- Defusing charged conversations
- Refocusing slackers
- Getting employees to show up on time
- Redirecting habitual complainers
- Engaging employees that always resist change
- Standing up to bullies
- Encouraging employees that can't handle feedback
- Helping people with personal problems
- Dealing with gossips
- Knowing when to say goodbye to an employee<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.