Play to Your Strengths

It's difficult to tell an over-zealous employee that the strengths hebrings to the table are also a major source of frustration for the rest of theteam. Talking about an employee's weaknesses is not fun, but necessary. Teammembers and co-workers quickly recognize each other's weaknesses. But theindividual involved may not see the problem.

The employee might be missing a key strength that's critical to thejob. Or one of their strengths might also be a weakness. Even positivestrengths can flip into a negative if taken too far. The persistent projectmanager can become ‘stubborn' when pushed to make a decision. An easy-goingaccount representative can also be a push-over in response to customer'sdemands.

Performance feedback is vital and useful. Research showsthat employees actually want more -not less-- feedback from their bosses. So here's how to tackle the tough issueswith style.

Tackle the Tough Stuff

Suppose youhave a smart knowledge worker on your team who overwhelms customers with histechnical jargon. Without feedback, this person is not going to be effective.As the leader, you must address this problem early and nip it in the bud.Here's what you can say:

1. Recognize strengths and point outthe flip-side.

"Tom, You are very knowledgeableand savvy about our computer system. We rely on your expert advice and problemsolving. However, your technical strength is a weakness in this situation. Whenyou interact with customers, they don't understand the terms you use.

2. Share the impact of the employee'sbehavior on others.

Unfortunately customers end upfeeling resentful and stupid. They want their problem fixed now - but theydon't understand what you are saying. They're asking me for another resourcethey can work with.

3. Assume the employee has positiveintentions.

I'm sure this is not what youwant! You've worked hard to develop your technical expertise and have a rightto feel proud.

4. Seek to understand the employee'sperspective.

What are your perspectives aboutthe situation?

5. Invite employee to find a solutionand take action.

Are you willing to address thissituation and make a change? Let's find a way to leverage your technicalexpertise and improve customer communication."

Always recognize employee strengths when you are addressing aweakness. Let the person know you want their abilities to shine forth. Offeradvice and concrete actions the individual can take. When done effectively,strength feedback corrects the performance issue without invalidating theemployee. Giving tough feedback is a caring act. You are helping the employeesucceed.

Topics

• Developing Employees