On one of our programs, a manager remarked that he had a team member who, no matter how he gave directions of what should be done, always failed to comply. It wasn’t a matter of competence or illiteracy…they just failed to do what was asked of them to the degree required. He asked what he should do.
We worked on a checklist similar to the one below. See if you can add any more ideas to the list.
* Concentrate on the ‘when’ it needs to be done by. Confirm that the deadline is within the reach of the employee and that both of you are aware of any other priorities that might get in the way.
* Ensure the employee knows the reason for the task and the benefits of achieving the right result.
When you give instructions, pay attention to these specifics:
After the task is completed, give the employee feedback, positive and, if necessary, corrective. Then, assess your effectiveness. If anything went wrong, is there some aspect of your communication you could improve on next time?
By identifying what level of communication is right for the employee, there is less chance of there being a problem with them carrying out the ideas you have discussed with them.
Head of Training
Originally published: 13 April, 2012
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