It can be easy to tell someone they’re doing a good job, but performance feedback for someone who’s not working to expectations is much harder. The key is providing constant feedback and setting that as an expectation for yourself and your staff. Having conversations in the moment are more meaningful and can be more productive.
How often have you worked with someone who’s not doing what you expect or not working in a way that maximizes productivity? Do you stop them and explain what you want, or do you silently seethe and walk away, only to blow up later?
“They should know what they’re doing! They’re doing (or not doing) that on purpose!”
Well, that’s often not the case. Most people are trying to do the right thing, but we’re bombarded with drama and bad news, so it feels like that’s not the situation. If someone is not performing in a way you’d like, stop them as soon as you realize there’s an issue and have a conversation. “Hey there! I see you’re doing (or not doing) X; that’s not what I expected. Can you tell me why?” And then listen and hear what they say. Maybe there’s a good explanation. Maybe their way is better. Maybe they need more training or misunderstood expectations.
Regardless, speaking up in the moment in a non-accusatory way can quickly resolve issues. After being addressed, if the problem is repeated, it gets worse, or the individual just doesn’t want to do things your way, that’s their prerogative. It’s also you’re prerogative whether to keep them on the job or not.
Explain what you need and, if it’s a training or comprehension issue that can be resolved, great. If not, go through the corrective action procedures from your organization and make it clear that keeping their job means producing in a certain way. Clarifying expectations helps everyone understand the consequences.
If things are going well, also make sure you’re acknowledging that, too. Providing constant feedback, good and bad, helps reinforce positive behaviors. Don’t add to the drama in your organization by trying to ignore problems!
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