In her post last week, Daphne wrote about using the right bait — self interest — to motivate recalcitrant employees who just won’t seem to shape up. Much as managers and supervisors wish they could say, “Because I said so!” that’s not the reality of the modern workplace (if it ever was).
The trick is determining the appropriate bait. This is where coaching questions can be very helpful. First, however, the manager wants to set the stage: after all, the task at hand is actually not optional. So the manager wants to start with something like: “We’ve talked about your [extended breaks … chatting too much with co-workers … spending too much time on personal cell phone calls … not proofreading your work … ] several times and I am not seeing any changes. I don’t want to have to escalate this.”
Having set the stage, the manager can now ask questions that hopefully will surface the bait and a plan:
- What is going on?
- So what is getting in the way of your doing [x]?
- What are you saying when you don’t do [x]?
- What would help you do [x]?
- What would energize you in your job generally?
Other “what” questions can also work. The trick is to get the employee, not you, talking. And to come up with an enforceable action plan from there. And to enforce it.
Any other ideas on how to find the right bait? ~Amy Stephson