tag:blogger.com,1999:blog-5558939360732260529.post4237145705942678678..comments2023-09-29T06:09:21.089-04:00Comments on Ask a Manager: be honest about employee problemsAsk a Managerhttp://www.blogger.com/profile/05281942480230532899noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-5558939360732260529.post-12193554042129493092008-04-02T17:05:00.000-04:002008-04-02T17:05:00.000-04:00Sure. Are you a manager worried about whether it's...Sure. Are you a manager worried about whether it's okay to do this or an employee annoyed that your manager is doing it?Ask a Managerhttps://www.blogger.com/profile/05281942480230532899noreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-44241053051836386282008-04-02T16:24:00.000-04:002008-04-02T16:24:00.000-04:00Even though its not a company policy or anything?Even though its not a company policy or anything?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-67565965933861715992008-04-02T16:22:00.000-04:002008-04-02T16:22:00.000-04:00Anonymous: Sure! I think it's always good for man...Anonymous: Sure! I think it's always good for managers to find ways to get candid feedback about from the people they manage.Ask a Managerhttps://www.blogger.com/profile/05281942480230532899noreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-34484253676459463842008-04-02T16:20:00.000-04:002008-04-02T16:20:00.000-04:00I have a question. Is it okay for a manager to ask...I have a question. Is it okay for a manager to ask his team to fill out a questionnaire regarding how they rate their manager(without disclosing their names ofcourse)?Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-36675278484194434072008-01-24T16:47:00.000-05:002008-01-24T16:47:00.000-05:00Wally: Bravo on "it is not optional"!Wally: Bravo on "it is not optional"!Alisonhttps://www.blogger.com/profile/06169577208218002098noreply@blogger.comtag:blogger.com,1999:blog-5558939360732260529.post-45154687698127329922008-01-24T16:35:00.000-05:002008-01-24T16:35:00.000-05:00When I teach this I refer to the Dinosaur Rule. It...When I teach this I refer to the Dinosaur Rule. It's one of my Management Minims. Problems are like dinosaurs. They're easy to deal with when they're small, but if you let them get big, they eat you. <BR/><BR/>The first thing we can do to make sure that we have managers who deal with employee issues is select people who are willing to talk to others about their performance and behavior. Since we don't even look at that issue in the selection process in most places, it would be a good start.<BR/><BR/>Then we need to train the managers we have that correcting behavior/performance issues starts with clear expectations. Then great supervisors touch base a lot to see if understanding is translated into execution. They make lots of small adjustments.<BR/><BR/>As part of the training, we need to show managers that there is a way to talk to someone about performance or behavior that will increase the odds that things come out right and decrease the confrontational nature of the conversation.<BR/><BR/>Finally we need everyone responsible for group performance to understand that it's part of their job to talk to the people who work for them about behavior and performance. It is not optional.Anonymousnoreply@blogger.com