I am this person right now... the person who is tardy every few days for just a couple of minutes but never too late; the person who consistently stays late and churns out quality work; the person who's pushing the line, just a little bit. I know it is happening and I know the root cause, but I am not motivated to fix it. Since people like me exist in the world, in future, how should this be managed?
Interesting perspectives found here: http://www.quora.com/I-have-a-staff-member-who-produces-brilliant-work-but-is-consistently-late-every-single-day-I-cant-fire-him-because-it-will-take-months-to-find-someone-to-fill-his-position-What-can-I-do
Particular favourite:
"Everyone seems to be making the point of judging work over hours. And that's the right point, but in the Details it's clear you understand it.
But it's still inconvenient. Here's a trick a former manager used to change behavior: focus on what his goals are, instead of yours.
My manager would talk to us in one-on-ones and learned what was important and where we wanted to go. And then he'd be frank: "No one's going to take a CEO seriously if he can't make it in for a 10am meeting", "If you want to run your own team, you need to show an ability to communicate goals regularly", "Product will follow your suggestions if you can bring them into your thought process and work, rather than just tell them a result".
Notice what he didn't do there: "I need you to do this because I want it."
Find out what goal your star employee has, those are the only things he'll be motivated by. This is especially useful for people with lots of options, I get a recruiter a day right now so if someone threatened to fire me over something so inane I'd laugh."
Interesting perspectives found here: http://www.quora.com/I-have-a-staff-member-who-produces-brilliant-work-but-is-consistently-late-every-single-day-I-cant-fire-him-because-it-will-take-months-to-find-someone-to-fill-his-position-What-can-I-do
Particular favourite:
"Everyone seems to be making the point of judging work over hours. And that's the right point, but in the Details it's clear you understand it.
But it's still inconvenient. Here's a trick a former manager used to change behavior: focus on what his goals are, instead of yours.
My manager would talk to us in one-on-ones and learned what was important and where we wanted to go. And then he'd be frank: "No one's going to take a CEO seriously if he can't make it in for a 10am meeting", "If you want to run your own team, you need to show an ability to communicate goals regularly", "Product will follow your suggestions if you can bring them into your thought process and work, rather than just tell them a result".
Notice what he didn't do there: "I need you to do this because I want it."
Find out what goal your star employee has, those are the only things he'll be motivated by. This is especially useful for people with lots of options, I get a recruiter a day right now so if someone threatened to fire me over something so inane I'd laugh."
No comments:
Post a Comment