Other Tips (Human Resources)

Stop, think, and consider the balance of the head and the heart. Are your expectations reasonable? Are they attainable? Have you clearly communicated them? Have you provided the appropriate tools and resources? Do you have an implicit bias that may be impacting your perception?
Map out and role play the conversation.
Stay on topic during the conversation.
Embrace transparency and vulnerability.
Prepare an opening line.
- I’ve noticed. . .The impact of this behavior is. . .
- I’m concerned about ‘xyz’ and I think we need to discuss it.
- I don’t think you’re serving yourself well when. . .Let’s talk about it.
- I see things this way. . .Do you see it differently?
Frustration, stress, and gossip go up when leaders don’t address their concerns about team members performance.
Taking action is often less stressful than thinking about it.
Document your conversations with your employees.
Meet regularly one-on-one with your employees.
When determining what action to take consider the following:
- What happened? – focus on the behaviors
- What was the impact?
- What is employee’s record?
- What has been done in past in your department, countywide, by you?
- Is anything else going on in the employee’s life that may be contributing to the problems? Doe the employee need a leave of some type? Is the employee aware of the resources available via the Employee Assistance Program?

Other Tips