I have a junior analyst that performs well and does additional work to help the team. However, they complain and have a negative attitude when something goes wrong and upper management perceives them as a problem since the team feeds off the energy. I was on short term leave and they had no guidance and their attitude was brought to HR’s attention. They want to get promoted and I am helping them on the right path, but the attitude is a no go. How do I tell them without offending them?

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I just had the conversation. It was received well and they are glad that I was direct and let them know what’s going on. Thank you all for the guidance. I am also new to management 😀

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Great that you are approaching this from the mindset of a coach rather than a manager.
I would consider discussing with them their impact and the perception that their impact creates on their environment. I would then follow up in an email summarising the points discussed and include an article there about perception and impact especially since it’s now come to HR’s attention and I’d need documentation.

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Thank you!

Also, make sure they feel heard and have an outlet and a safe space with you. Frustrations can become toxic quickly if people feel like they’re being dismissed— is there merit to the stuff they’re complaining about?

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Well said. Thank you

Hi!
I would set a meeting with that Team member and start by asking them how they have been doing, what’s been working well, what challenges might they be facing... to get an overview of their view on the overall work experience.
I would then acknowledge them for their great work and move onto helping them understand the impact their attitude might have on the Team. Before you share your thoughts, you can ask them to share theirs “what do they think their impact on the Team is?”.
(Maybe they’re not even aware of the impact and how they might be coming across.)

As you go through the conversation, you want to make sure to create space where they feel comfortable and that you have their best interest in heart. The point of the conversation is to help them become aware of certain things and improve, so that they can reach their goal of getting promoted.

Also, you want to make sure to have some clear action steps and plans in place at the end of the conversation, as well as a follow up process to ensure their progress.

All the best :)

Btw, if you need and additional help, feel free to message me/connect on LI. I´m a Career Coach, will be happy to connect.

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This is great! Thank you so much.

In my opinion sugar coating never works. If this person is young you have to take the parent style approach, in my opinion. I have had several young people work for me and I had to pull them into a conference room and give them a real talk. They have thanked me as they have moved on to other positions within the company. They stated that my guidance and strong direct communication is what helped them change their outlook and behavior.

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Thank you! I had a meeting to give their annual review, then proceeded to start the conversation like this.

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I'm sure many have already told you to be upfront and give them that feedback and why that will hinder their ability to get promoted.
Two advices I was given early in my career was
1. Perception is reality - is not your intention/outcome but what others perceived of the actions you took. You can't change their reality, and if you feel the need to justify or provide clarity, your actions are giving other intent.
2. It's okay to have feelings, and just like everything else, there's always a place and time for them. Your emotions and feelings, when expressed, can impact and have a domino effect on others. If there is frustration, upset, or anger, state it once, what caused it, and a solution... otherwise, you're just complaining, and your message is lost.

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