Motivating a non-performing team member with compassion
Vivek Ranjan
Regional Lead Sales Transformation - North | Compassionate Leader | Sales & Marketing | Strategy | Deep Work | Coaching |
Motivating a non-performing team member with compassion is key to fostering improvement without causing resentment or defensiveness. Compassion means participating in difficult conversations by assessing the situation. It means approaching the situation with understanding, empathy, and a genuine desire to help the individual grow and succeed.
?
Private Conversation: It is helpful to schedule a private meeting with the team member. This ensures their dignity is preserved and allows for an open dialogue without the pressure of others. The conversation should be private and for improvement.
Start Positively: Begin the conversation by acknowledging the individual's strengths and contributions. This helps to build rapport and establish a positive tone.
Express Concern and Empathy: Approach the issue with empathy. You might say something like, "I've noticed that you seem to be struggling with some aspects of your work, and I want to understand how you're feeling about it."
Identify Challenges: Listen actively to understand the reasons behind their performance issues. Is it lack of skill, unclear expectations, personal issues, or something else? Let them express themselves without interruption.
Set Clear Expectations: Clearly outline your expectations for their performance going forward. Make sure these expectations are specific, measurable, achievable, relevant, and time-bound (SMART).
领英推荐
Offer Support: Let them know that you're there to support them. Offer resources, training, or mentorship if needed. For instance, you might say, "I'm here to help you succeed. Let me know if there's anything you need, whether it's additional training, guidance, or support."
Goal Setting: Collaboratively set achievable goals with them. These goals should be aligned with both their personal development and the team's objectives.
Feedback Loop: Establish a regular feedback mechanism where you check in on their progress. This shows your commitment to their improvement and allows for course correction if needed. Best practice is to follow SBI model for giving feedback.
Recognize Progress: Acknowledge and celebrate even small improvements. Positive reinforcement is crucial in maintaining motivation.
Follow Up: Schedule follow-up meetings to discuss progress. This demonstrates your ongoing support and commitment to their development.
Reassure and Encourage: End the conversation with reassurance and encouragement. Let them know that you believe in their ability to improve and that you're confident they'll overcome their challenges.
To add few more points to this good article. Firstly the team member non performance might be due to lack of knowledge, personal problems, confusion, conflicts with co-worker etc.. Many feedback techniques are there which address this the SBI Model, five star model, 5R's model, Idea model, 360 degree model etc. Using any of the feedback model the non-performer needs to hand held for few days to induce confidence which is the need of the hour.