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Hi fishes, Need help!!!!! Is gratuity deduction mandatory in Infosys from salary, if yes if leave the organisation after 1 year, are we eligible to receive the paid amount? Or only after 4 years we will receive? How one can opt out of gratuity???? Please suggest!!!!!!!!!!!!!! Infosys Infosys Limited
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Rising Star
The first thing you need to do is figure out why this person isn’t doing the work. We talk about skill vs will ? Is it a skill issue meaning they can’t ? Or a will issue, they can’t but don’t want to.
If it’s the former, you just need to be patient and show more examples, break it down into smaller parts, and direct more.
If it’s the latter, be direct and ask them they they won’t do it.
The former is easier than the latter. I’ll take a skill issue over a will issue any day.
Rising Star
Try and give them work just slightly out of their comfort zone and see if they can do that. As close to what they’re capable of doing but stretching just slightly.
Something I learned earlier on in managing was about coaching. If I wanted more from someone in my team I’d tell them exactly what to do/change. Then next time, they’d come back with the same issues.
Coaching has you prompt them to get to the answer so that they figure it out on their own and it sticks.
Instead of saying “this logo exploration doesn’t fully answer the briefly. I would do a version with XYZ as well” maybe ask say “Do you think this answers the ask for ___ in the brief? Why?”If they can’t justify it then ask them to keep going and come back with more. This teaches them to be more critical of their own work.
start to point out specific elements that need work, and what you would do to elevate it. And if still not good, well you now know what kind of projects he/she wont be a good fit for
Thanks, I think it’s time they move on to another task.
Are they lacking in raw skills, or are they bad at following direction?
Some people just aren't going to get it, and you don't want to waste your time.
Regardless, you're going to need to be patient and teach. But the ones that don't learn, I teach less, and they get less responsibility, and they're less valuable because of it, and that's reflected in their comp.
I've adjusted how I teach as I get better at it, for sure.
But I've also had enough people flow under me that it's clear who's growing over time, and who isn't really trying much.
Sure it's my job to teach them, but they also have the responsibility to come to the table and do their best to learn. Some don't really do that.
As for the whole value thing, it's a job, so we're literally exchanging our money for their time, so the value of that time is very much in play when it comes to comp. It's not a punishment, it's a reflection of how this transactional relationship functions.