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.
Suppose that you were working at your desk and an employee suddenly arrives proudly displaying some substantial document they had created independently. From the brief description that you are provided it appears that the document has little if any connection to project tasks.
You have a sinking feeling that the work has also interfered with work that the employee should have been completing. What is your reaction?
Reaction Option A: "What the heck did you waste time on this for? Isn't our intense schedule good enough for you? You really let us down here. Secret projects! Unbelievable!"
Okay, I can see how the reaction can be very tempting. Especially if you are really running an intense schedule and it is important to have everyone focused on specific tasks. But before you grab for the employee's neck, wait just a moment. This could be a sign of a situation that calls for quite another approach, and the consequences of using the wrong approach can be unfortunate, even devastating for a high performer who has been engaged in inappropriate creativity.
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Buy Time
Try to buy time to get your thoughts together.
Reaction Option B: "Okay, thanks. How about I talk with you about this a little later? Is tomorrow afternoon good for you? Great. See you then."
You may choose to go to your "scream room" at this time.
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Examples of
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If the document is clearly the result of inappropriate creativity, not connected to project work or drastically out of scope on a task, then you must intervene in the most effective manner. The worker is likely frustrated in a career plateau and is at a critical professional juncture.
Prior to the meeting, find out whether the employee has performed in an unsatisfactory manner. Have tasks been completed as expected? Get confirmation from reputable sources if necessary.
Intervene for Results
The aim of your approach should be to get the employee refocused on project work, maintain hope for the future, while avoiding deflating him or her. This will take careful facilitation so that the worker does not leave the project abruptly or begin to perform in a substandard manner.
Here are tips for the appropriate reaction to inappropriate creativity
· Avoid embarrassment for an employee who has spent a lot of time on something he or she obviously sees as valuable.
· Separate the quality of the inappropriate work from the quality of the worker's performance. If the document deserves it, compliment it and its usefulness, but be clear about the importance of focusing on project work.
· If the worker's performance has been below expectations, discuss this "extra work" as one of the causes.
· If possible, maintain self-esteem by asking permission to forward the work product to someone who will value it.
· Ask the worker specifically about being insufficiently challenged in the current role. Find out any new goals or career needs.
· If possible, delegate these career management activities to appropriate parties in HR or elsewhere in the organization. This will further make the distinction between acceptable activities in your project and those that are "outside" of your project.
· Refocus employee on the tasks at hand. Get an agreement on what those are and on how you will check on performance for the time being.
A top performer will do extra work that complements the project at hand. Sometimes, frustrated but effective workers tend to challenge themselves without regard to the constraints of the project. When this happens, your calculated intervention will ensure that such an employee is retained as a productive member of the team--and perhaps a more valued employee in the future.
Do you have difficult employee management issues? Let us know. Go to my discussions area to share and get additional information.
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"I'll do the stupid thing first and then you shy people follow..." - Frank Zappa |
