Understand Pain Point - Isolate them first into a problem , a need , a desire and a challenge !

To start with a great saying by " Run if you can. Walk if you have to. Crawl if you must. Just don't quit". I feel there is a greater amount of linkage and meaning to isolate the pain point. It is justified that one should look into this from different angle to get a sense of what could be the real cause for it.

Breaking the stone further into five major quadrants that managers, especially the project or account professional to consider.

1. Constructive Feedback through solid evidences or evaluating factors
2. Taking accountability and empowering one down's to make apt decision and be stand by to support those or confront those
3. Be transparent with everyone and not just with one who is closer to you
4. Do exercise follow up even for a simple thing , if missed might blow up the situation to worst if enough attention has not been given
5. Don't dump things around before getting a concurrence from the peer about what his interest area are and how better we could shape the situation better

Let's get one level down

1.1 Constructive Feedback through solid evidences or evaluating factors

Its not the only time around appraisal that we should all be prepared to pass the block through a formal conversation , perhaps that could be a check in the box for someone who just have to complete per the indication of performance review.

We all know that providing feedback , a good feedback is easy to the subordinates who is already doing well ; most of the time it is just about giving a reinforcement of what they are good at and encourage them to maintain the performance. This is not enough ; things should actually start here , if we feel someone doing extremely good at the current work rather appreciating and leaving there around would make the best performer to bad performer in subsequent cycles if we missed to take along with us by giving opportunity and showing the direction of next level work .

Good performers can't stay good at the current level instead we have to get them as best performers. This is only possible by giving indications through a constructive feedback. Again the cycle of discussion should be present all the time , irrespective of a process or not. this would only make a healthy situation.

On the other side , an average performer are not difficult to handle . while providing feedback to those who need improvement, one must exercise tact, provide a feel or an urgency to do better. This can only possible through constructive feedback mechanism at regular intervals , having secure time to review the progress of the individual and see how best he or she is attempting to change the situation around. This is the real pain that most of us experience and success rate of having them to top performers is the responsibility that lies on both sides ; again , the key thing over here is to have appropriate evidence collection not to confront but to state the fact on ground and yet , to start nearby and support.

Last but not the least , we should never compare sub coordinates performance or quote others work while giving feedback. This would actually hurt and worsen the situation rather improving it.

2. Taking accountability and empowering one down's to make apt decision and be stand by to support those or confront those

'Accountability' is definitely a hard pill to swallow . It ensures that those who have been delegated to complete a task have taken on the responsibility of executing it to the best of their ability. So the point here is to have one to be able to allocate accountability to their subordinates clearly and without any opportunity for misunderstanding ;

The other side of the coin is empowerment at all levels and no one sided approach... Fingers in hand is all in different shapes but when you treat at equality it will be at the same level. Empowering one down's and allow them to take charge is the key success of a manager... It will greatly reduce the top down approach and makes the situation better....

3. Be transparent with everyone and not just with one who is closer to you

Access to upper management and portray the real reason and the success factor is all about transparency . In most of the organization, the access level to upper management is either negligible or nil, this is because of inefficiency to operate at current pace or run model in traditional way... Allow individuals to free flow the thoughts and have them appreciated at different , possible forums. This will make the environment better. Transparency is not being transparent with certain people to whom you feel that you are comfortable , it is about giving the same feeling to the team and take a collaborative approach at work.

4. Do exercise follow up even for a simple thing , if missed might blow up the situation to worst if enough attention has not been given

we can't bucket them under time consuming category , it is always good to follow up before its too late however one should always remember to be relevant, be focused and call to action!.

5. Don't dump things around before getting a concurrence from the peer about what his interest area are and how better we could shape the situation better

This will happen to those who have less or no importance to an individual ... this is the worst thing to do which is equivalent to wash hands without finishing eating food.

Though it is not an exhaustive list with conclusive data , it is just brings out the essence of where we have to focus on so as to isolate the pain area and take a holistic view while handling with people. Of all the thing that we do , if we don't trust and value people's point , no matter wherever position you are , you would actually not been valued great!. Trust and integrity are the real human values and at any point in time , we should never break those.

I give respect and pay attention to all your comments and feedback , why waiting ; let's get started.. feel free to quote and let the list grows!..

Thank you for visiting this page , happy reading :)