How to have that first difficult conversation

You know that conversation where you have to tell an employee for the first time that either they are not performing or their attitude is not what you want.  You know that talk where you dread it either because you don’t like “confrontation” or you are fearful of their reaction.  Take a deep breath, it won’t be easy but here are some tips to make it “easier”.

• Talk from your point of view “I feel…” or “When this happens, it makes me think…” This will allow them to explain their behavior
• Explain how their behavior is affecting others
• Tell them what you need “I need for you to be more positive” or “I need you to understand…”
• Ask them if they are able and willing to change
• Don’t attack them personally, “you are a mean person” or “your co-workers don’t like you” (no good can come from this)
• Ask how you can help them get through this and improve (show you really want them to change)
• Do give a time frame for the change (this needs to happen immediately or within the next week)
• Do explain what will happen if they revert back to their old behavior (if this happens again, you will give me no choice but to start writing this up)
• Do make yourself available for advice or guidance for them they find themselves getting into their old ways

If you make the conversation about them and how their behavior is affecting you and others, this should be a start to getting them on the right track.

Keep in mind – you have told them that if they do it again what will happen.  DO NOT back down, follow through on this otherwise you can not be taken seriously and they will loose respect for you.

As always, be fair – what you do with one, you have to do with others.

They did what?!?

We have all seen it – employee’s with unprofessional behavior.  See our first vlog (video blog) on how to deal with this.

Let us know what you think of the content and using video.

Etiquette – is it a lost art?

Growing up I remember my parents constantly telling me to say “please” or “thank you”. This is a lesson that has stuck with me through the years and I’m very insistent about it with my children. However, it seems to be a dying art form.
For example – after going out of my way to assist an employee, nothing. The help required several hours of work and the response…silence. Have we become either so ungrateful that we can’t say “thank you” or do we feel that others going out-of-the-way for us is expected? Not sure I like either option.
Do you see this in your workplace?

Do people say “thank you” or “please” to each other? Or is it all a demand?

Should this be accepted?

Is this why teamwork may be fading?

Is this why some have developed a “every person for themselves” attitude?

Is it affecting your team/company?
Looking forward to your thoughts, please!
Thank you

Employee Satisfaction. Why does it matter?

When talking with small business owners the conversation will eventually turn to employee satisfaction and why its important.  Before getting into why it matters, lets review what it is and isn’t.

Employee satisfaction is NOT –

• giving employees what they want
• making them smile everyday
• paying them a high salary
• letting them do what they want
• letting them take two hour lunches

So then, what IS it:

• Listening to employee ideas & concerns
• Treating them with respect
• Setting up expectations
• Follow through on expectations
• Making sure they have the tools they need to do their work
• Providing extra training where necessary

I realize this sounds simple and it theory it should be.  What makes it difficult? The priorities and fast pace of the day, basically we get caught up in what he have to do.

Well, I still haven’t answered the question – Why does it matter? Believe it or not the answer to the question is simple – PRODUCTIVITY.  Yes, it has been proven many times that satisfied employees are more productive employees. Doesn’t every business want that. Again – Yes.

So think about what you can do each day to improve employee satisfaction.  Have a great tip – share it here!