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

The employee might be missing a key strength that's critical to the job. Or one of their strengths might also be a weakness. Even positive strengths can flip into a negative if taken too far. The persistent project manager can become ‘stubborn' when pushed to make a decision. An easy-going account representative can also be a push-over in response to customer's demands.

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

Tackle the Tough Stuff

Suppose you have a smart knowledge worker on your team who overwhelms customers with his technical 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 out the flip-side.

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

2. Share the impact of the employee's behavior on others.

Unfortunately customers end up feeling resentful and stupid. They want their problem fixed now - but they don't understand what you are saying. They're asking me for another resource they can work with.

3. Assume the employee has positive intentions.

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

4. Seek to understand the employee's perspective.

What are your perspectives about the situation?

5. Invite employee to find a solution and take action.

Are you willing to address this situation and make a change? Let's find a way to leverage your technical expertise and improve customer communication."

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

Topics

• Developing Employees