When feedback is flung back
There’s an if in the air … we could do this, what happens if we do that? It could work out great or it could be…
A team member who fails to meet their commitments, misses their promises, runs a sloppy ship and is weak at communications … and is receptive … needs, at least in the first instance, some loving management (for which read, a blended mix of arm around the shoulder and direct conversations).
Give them the benefit of the doubt, work with them, keep a positive outlook … for a cycle at least. So much, so management.
But … a team member who underperforms AND gets defensive, won’t listen, points fingers and side-steps their responsibility … is a whole other ball of waxing un-lyrical.
When that happens – when coaching doesn’t work, when feedback is flung back, when your positive expectations turn inside out – something has to swing.
And that something is definitive action.
Teams deserve better. In particular, they deserve you doing your job.
Skippy strategy: When the under-performer is under-responsive, it’s time to move them on.
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Category:
Teams
I know you’re full of good intentions. That you’re an honourable person who stands by your word and sticks to your handshake. That you do what…