Process what you’re feeling on your own or with a trusted person and honestly assess why you’re so upset. This exercise is so you can become aware of your own internal state. Do not share your raw thoughts (via email or otherwise) with your colleague. Write out anything you might be thinking or feeling in a free-flow manner. Your feelings will vary depending on how severe the issues have been, the stakes involved, your personality, your expectations, and your stress levels.īefore you give feedback to your employee, acknowledge your own emotions. If you’ve been managing this person for a long time, you’ve likely experienced a broad range of emotions ranging from mild irritation to outright infuriation. If you’re a manager unsure of how to help, here are some practical steps you can take to improve the situation, starting today. I know how their brains work, and I help them to move into a place of higher levels of productivity. You may have truly brilliant individuals who you know have the potential to be exceptional contributors if they could only figure out how to use their time effectively.Īs a time management coach, I talk with people who struggle in this area every day. ![]() On the other hand, you want to develop your team members. On the one hand, you need them to get things done, and your natural tendency can be to respond in obvious annoyance at the lack of follow through or even to consider writing them up. As a manager, it can be challenging to know how to address the issue. You’ve got a direct report struggling with time management. ![]() And more explanation of why items aren’t done than action to finish them. No response to e-mails or replies at weird times, like 2 a.m. The tell-tale signs are there: Tasks done at the last minute, completed late, or even forgotten.
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