“I am so glad you did not listen to me,” said no boss ever.
I was shocked when my boss actually said this to me. After I got over the initial shock, I was truly grateful that he shared this sentiment with me. Let me put this into context for you. My organization was recruiting for a senior level position. A resume came across my desk and I felt strongly this candidate would be ideal. I contacted my boss and he was… well, let’s say luke warm on the candidate. There was a “desired qualification” that he wanted the candidate to have and
People Problem or Process Problem?
This is the second article of a three-part series. First, I discussed the factors that shape how we label problem employees. Today we are discussing, “People Problem or Process Problem?” When a manager comes to me with an employee issue, the first thing I determine is whether the “issue is a behavior issue or a process issue? A colleague of mine pointed out one day that she does not believe people intentional fail, she believes that processes fail people. Process issues are r
How to Deal with Behavioral Issues
This is the last article of a three-part series. First, I discussed the factors that shape how we label problem employees, followed by “People Problem or Process Problem?”, today we are discussing, “How to deal with behavioral issues.” Once you have discovered that the root cause of the issue is a behavioral issue, what steps can you take to address and hopefully correct it? It has been my experience that employees do not intentionally go around acting out or trying to cause