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Men are too emotional to be President
Hi, I've recently got selected to IBM GBS, and my husband working for PSU I am from Andhrapradesh and IBM location is Chennai. I've 1year baby. Due to this I can't relocate to Chennai. Is there anyway to handle this like working remotely from my home ? Will IBM allows me to do like that. ? IBM Infosys Tata Consultancy Accenture Amazon
I do 😂
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Be strong. Honest. Clear factual examples. Highlight what went well, what was wrong. Then be clear if this is a development opportunity and what he or she could do better.
If they are bought in, make a 4 week period to improve with regular check ins.
Directs appreciate honesty, development, and an opportunity to shine and get credit for work done well. You will earn respect and strengthen the relationship.
Dropped the ball meaning what? He or she is leaving ?
Dropped the ball means that you made a mistake.
Have an honest and constructive discussion - what happened, why it happened and how to prevent it happening in the future. If this is a good employee with no issues in the past, don't make this into a mountain. Be balanced and reasonable - everyone makes mistakes.
It definitely depends “which” ball was dropped. Each of us drop balls all the time, likely daily if we are honest with ourselves. Need more info on this one
Three things i like to hear when i messed up:
1. I messed up
2. My leader has my back & is not looking to ditch me for an one and/or isolated mistake [as the songwriter said, God looks past my faults and sees my need]
3. Looks to understand why i messed up. Asks me if i have suggestions on How to fix this? And asks How can we work together to make sure it doesn’t happen again?
Extra special: doesn’t try to expose me to everyone for making a mistake
*although sometimes it is needed to tell the team about a mistake someone did, but done in a respectful/subtle way*
Extra extra special: doesn’t hold it against me forever when they see that i have changed!!!!!
The best thing to do is just approach the situation from a business, not personal perspective. You need to let them know they messed up, what the consequences were, and ask how they will avoid this issue in the future or if it's more appropriate you can tell them you want them to take specific action to do so.
If that strains the relationship, there is something wrong with the dynamic there - you have to be able to give feedback to your reports.
Depends on your usual dynamics. If you almost never actually talk and verbal would feel like A Serious Conversation, I would keep it to email. If you meet/talk even once a week, I would do it verbally to better control the tone of the message.
It depends how badly this person dropped the ball. I’m assuming that youd like to use this as a learning opportunity instead of them getting straight up fired.
I’d Approach it like you are genuinely curious to hear their account of the situation and ask questions to understand their perspective. Doing this you can gently lead them to reflect and realise the mistake themselves and what they could have done better. instead of going into it head on where they can get defensive, take it personally etc, let them do most of the talking. After this I ask if can share my feedback and with their consent, then offer my constructive criticism and what could have done better, what can we do in the future and what support you can offer next time, etc
Just do it. That's your job. You can't be friends with subordinates if you can't compartmentalize your relationship. You shouldn't treat subordinates differently based on whether you are friends or not. If you do, they have to transfer to a different dept.
I can do my job while also being mindful of my subordinates, thanks for sharing.