Taking the reins as a new manager can feel like stepping into uncharted territory.
When it comes to addressing performance issues, it’s normal to feel a bit lost.
This article is meant for everyday managers who want to navigate the world of verbal warnings with authenticity and effectiveness.
Whether you’re a team lead finding your feet or a recent promotion, here are three practical tips and insights based on real-world experiences:
Three Practical Tips for Giving a Verbal Warning:
- The Appreciation Blend
- Combine constructive feedback with genuine appreciation.
- Start the conversation by acknowledging the employee’s strengths and positive contributions, giving specific examples of what the employee has excelled at recently, or what they uniquely bring to the team.
- Then, transition into discussing the specific areas for improvement.
- This approach creates a balanced and supportive atmosphere, making the employee more receptive to feedback.
- The Puzzle Pieces Approach
- Frame the discussion as a collaborative effort to solve a puzzle.
- Explain that you’ve noticed certain pieces don’t seem to fit together, impacting the overall picture.
- Encourage the employee to share their perspective and insights on what might be missing.
- Together, work towards finding and placing those missing pieces, emphasizing shared responsibility and problem-solving.
- Frame the discussion as a collaborative effort to solve a puzzle.
- “What, So What, Now What?”
- Guide the conversation using a reflective framework.
- Start by discussing the observed behavior or performance issue
- (What?).
- Move on to exploring the impact of this behavior on team dynamics or project outcomes
- (So What?).
- Conclude by collaboratively planning the next steps for improvement
- (Now What?).
- This structured approach facilitates a thorough understanding of the situation and promotes actionable solutions.
Leave a Reply