There have been a number of local studies that have identified the effects a manager has on staff performance, from creating a great company culture, to helping an employee grow into and beyond their current position. One of the fundamentals to achieving success in a role is setting performance indicators and expectations. If an employee veers off course, it is important to help them correct and adjust their focus. And there is no better way to do this then with direct and transparent communication.
The objective for feedback is not to reprimand, discourage or punish, but to provide immediate corrective actions that can provide greater insight into performance, expectations, or company goals. While not always the easiest conversation, feedback is often a necessary engagement for managers, and can often help to eliminate future issues, mistakes, or conflicts. So, while the conversation may be uncomfortable, it is better to address a concern and put the time in to mentor and improve job related actions through supportive methods.
Define clear goals
One of the best ways to help an employee get on track and stay there is to define clear goals and emphasize those goals. If there are several objectives that need to be addressed, start small. Target and master one objective at a time and be sure to acknowledge improvement.
Lead by example
Often employees take their lead from their manager. Meaning your staff is watching and taking cues from your own behaviors. If you do not address late attendance, your staff will get the idea that the behavior of late attendance is acceptable. If you do not correct actions that do not align with the company goals and business values, this will not go unnoticed. In fact, not actively addressing these concerns can lead employees to take corrective actions themselves or carry resentments toward other employees for behaviors that affect how they do their jobs.
There is nothing worse than a manager who addresses a concern without actually addressing the concern. It leaves the employee uncomfortable and uncertain and does not address the actual problem. When providing corrective actions, be sure to address and provide specific examples that have created the issues. Be sure to address and focus on the issue, and not on the mistake of the employee. It was the action that you have an issue with rather than the person.
A large part of building trust with your team is allowing them to explain, respond, and provide their take on a given situation. Without this give and take relationship, the likelihood of a remedy will be slim. Engaging the employee to help analyze the problem and construct a solution allows them to accept responsibility, and encourages corrective action in the future.
Ultimately, feedback is meant to help managers achieve results. Conversations consisting of feedback can be done in a positive way that addresses the issue and even empowers and encourages the employee to grow and improve. While it may seem like a difficult process at first, in the long run, the effects are better for the manager and for the employee. Just remember to always maintain a level of professionalism, confidence, and remain open to solve the issue together.