What
Are Your “People Issues”?
By: Natalie R.
Manor, CEO
Your “People Issues”
are not ever going to completely disappear. This is
the reason that you will want to learn how to recognize
them and deal with them effectively. In fact, you probably
want to learn how to avoid contributing to creating
the “People Issues” in your life. Remember, it is not
if, but when, you will have issues with people – even
your best people.
There are many ways that
we, as success seeking individuals, actually contribute
to the issues that we deal with on a consistent or daily
basis.
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“Honestly,
Natalie, you are now telling me that I am a contributor
to the ‘People Issues’ I am experiencing?”
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Here is how you
contribute to creating the “People Issues” you are dealing
with on a daily basis:
-
Waiting too long to tell someone
that their performance is not what it needs to be
-
Not being honest about an individual’s
contribution to a project – letting them think that
what they are doing is working
-
Delaying critical feedback because
you think it will hurt the workflow or create controversy
-
Being angry with someone’s attitude
or performance when you have not shared with them
that anything needed to be different or should be
improved
-
Waiting until someone’s performance
review to give them the news that their performance
is not what you expect it should be
Even the very best leaders
avoid having to give feedback – many times unfavorable
feedback
– to a person on their team; in their organization;
to their partner. Why do they avoid doing something
that is so obviously needed? They are afraid that the
feedback given will cause a reaction, emotion, hurt
feelings, or anger for the person receiving the information.
The very best way to handle
an issue with anyone is to handle it in a timely way.
If someone does not complete the work he/she is clearly
tasked with, you need to let them know. Waiting to
tell someone something because you do not have time
or think that it is not as serious as people are making
it out to be…trust me…delaying does NOT fix “People
Issues”, ever.
When you need to give someone
feedback, do the following every time:
-
Decide the outcome you want and
need from the interaction/conversation
-
Set the context of the conversation
or meeting and make sure that you are clear about
what is being said
-
Get the other person’s opinion –
you always want to know what people think so you
can be sure you are
having the correct conversation
-
Make sure you have a talk sheet
or agenda for the meeting and that you are in rapport
with the situation
and person(s)
-
End the meeting, conversation, gathering
with a recap of the salient points and make sure
that the
outcome you desired has been met
Be clear. Be fair. Provide
examples. Get their opinion. Recap. Detail next steps
and how they will be held accountable for the outcomes/goals.
People can easily improve
their performance with a little guidance and clearly
established goals.
Remember that people are
hired for their great skills and then fired a year later
for their attitude. One needs to ask what happened during
that year and were the people provided with the tools,
training and support in order to be totally successful
in their job.
“People Issues” never go
away unless you do not work with people. Just make sure
you take good care of your people and they will go on
to create massive success for you.
© 2001-2009 Natalie Manor & Associates.
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Manor is dedicated to helping you solve all of your
“People Issues”. To learn how to resolve your
people issues so you can maximize your potential and
increase your productivity with confidence, influence
and success, register for her free bi-weekly articles
at: http://www.NatalieManor.com
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