Progressive Discipline: Six Ways to Lose Control of the Initial Meeting, Part 2

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

 

Here are four more examples of inappropriate, unconstructive language and better alternatives.

3. Your approach is too rigid. Suppose you said something during the meeting such as, "I've already decided this, so we don't have to go over it again." This causes the employee to feel that you are not interested in involving them in the solution, that the process is not cooperative after all. They may see little advantage in making sure your ultimate goals are obtained.

Instead: Be open to the employee's ideas and suggestions. For example, say "Of the options we have discussed, this one seems to be the most appropriate. Do you agree?"

Note: Remember to be ready for several possibilities for causes of the problem that may be out of the control of the employee. These will likely be brought up by the employee during the meeting. (Surprise!) Deal with each of them as a genuine possibility and enlist the assistance of the employee with resolving each. If any …

Please log in or sign up below to read the rest of the article.