Respond when employees push back on feedback

Even if most of your employees welcome feedback, some may resist your efforts. Maybe they misunderstand what you’re trying to do, or they feel threatened by any type of criticism. Whatever their reasons, you should be prepared for a certain amount of pushback when you coach. Here are some of the most common forms of resistance you’re likely to encounter:

·        Comparisons. Joe’s response to your attempts to coach may be something like: “Why are you talking to me? I’m doing more work than Sarah is.” Don’t fall for this deflection. Respond with: “I’ll deal with Sarah myself if it’s necessary. Right now I want to focus on your performance.”

·        Jumping to conclusions. Dave may seem quick on the uptake: “Yes, I know that’s a problem, but don’t worry, I’ll fix that right away.” Or he may assume he’s in deep trouble when the situation is less serious: “Oh, no, are you going to fire me?!” Either way, resist the temptation to back off. You’ve got to make sure you and Dave agree on what the problem is, and on what the correct solution should be. “Let’s talk about what’s going on so we’re both on the same page.”

·        Minimizing the problem. When the facts are indisputable, some employees will try to dismiss their importance. Carla may say: “I know I made a mistake, but the customer didn’t get mad, so it’s not a big deal.” Don’t obsess about trivia, but do uphold your standards: “Even if the customer didn’t make an issue of it, Carla, someone else might—and in any event, preventing similar mistakes will save us time and money in the future.”

·        Denial. Be sure you’ve got the facts so the employee can’t claim you’re mistaken or misinformed. If Emma says, “I haven’t been more than a few minutes late in weeks,” you’d better have evidence to back up your position: “I’ve personally seen you come in 20 minutes or more late on two occasions. We need to talk about punctuality.”

All the success!

Peter Mclees

Engage Your Team by Answering 5 Questions

Want to ensure your rock star employee never leaves the company? Make sure he or she has answers to these questions.

It will be harder tomorrow than it is today to find great employees who not only have the knowledge, skills and abilities you want, but that spark that makes it all work.

Once you find a great employee, it is critical to invest time in conversations that focus on keeping this person on board. Below are some tips to help you retain great employees.

Employees want—and need—answers to five questions:

1. What is expected of me?

Tell your employees your business vision and goals, how their job fits in, and how they can actively participate in making the workplace successful. A purpose-driven employee is a powerful force in any organization.

2. How am I doing?

Employees want and need regular feedback, and the lack of it is one of the biggest reasons people find other jobs. Often, employees only hear from their bosses when they make a mistake.

When an employee does something that shows talent, initiative, problem solving, or success with a project or task, let him know. When you recognize and reinforce performance or behaviors, employees tend to repeat them.

It is also important for managers to promptly confront problems and provide the employee honest but respectful coaching.

3. Where do I stand?

Formally, and at least once a year, employees want you to sum up their performance. This is your opportunity to discuss an employee's accomplishments, opportunities for growth and improvement, and professional career development.

If he had some challenges during the year, you can review the progress he made and remind him of the points described in point No. 1. And remember: Don't save performance and behavior problems until the annual review meeting.

4. How can I improve?

Even your best employees want to know how they can do better. If you see a performance opportunity or a performance gap, work with the employee to develop an action plan. One small change can have a positive impact on an employee's overall performance.

5. How can I grow and challenge myself?

Employees can become bored over time and, without the opportunity to learn and grow, may lose their spark and focus.

Consider re-recruiting employees from time to time. Regain the excitement you both had on her first day of work. Remind her why you hired her over other candidates, and review the qualities you saw in her that are important to your organization. Then, together, you can outline a development plan and growth strategies for your "new hire."

Answering these five questions for employees is just one part of a solid retention strategy. Effective leaders who take a personal interest in their employees' growth and development and involve them in the decisions that affect them are on the way to creating a high-performing and highly-involved workplace. This leads to high-quality results, and a workplace where employees want to be.

All the success!

Peter Mclees