Michelle Arant Coaching

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On Monday I encouraged you to speak in specific, observable behaviors rather than labeling your employees.⠀⠀⠀⠀⠀⠀⠀⠀⠀
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After you tell someone on your team what they have been doing that is not acceptable, you have to be very clear about what you want them to do instead.⠀⠀⠀⠀⠀⠀⠀⠀⠀
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"You've missed three out of five deadlines this month. You're expected to hit all of your deadlines moving forward."⠀⠀⠀⠀⠀⠀⠀⠀⠀
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"You've come in late two mornings in a row. The expectation is that you will be here every morning at 8:00AM."⠀⠀⠀⠀⠀⠀⠀⠀⠀
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"I'd love to see you take the initiative and volunteer for a new project that is presented to everyone."⠀⠀⠀⠀⠀⠀⠀⠀⠀
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It's easy for us to think, "Well, they should just know that that's what is expected." Maybe so, but if you're clear about what you expect and actually have a conversation about it, then you know that THEY are clear, too.⠀⠀⠀⠀⠀⠀⠀⠀⠀
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The next time it happens, you will know it wasn't from a lack of understanding and then you can take further action if needed. ⠀⠀⠀⠀⠀⠀⠀⠀⠀
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When you have to give feedback to your employees or contractors, it's best to have objective data and examples so that they can understand exactly how to improve.⠀⠀⠀⠀⠀⠀⠀⠀⠀
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If you just tell your team that they need to "improve" or "do better", they don't know how. You have to do the work of getting specific and helping them see a clear plan for how to reach the set expectation. ⠀⠀⠀⠀⠀⠀⠀⠀⠀
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