Guessing is not a strategy: How to build decision velocity with AI and real-time data
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I’ve made several posts now related to generational issues and others related to “difficult employees.” It’s time to connect the two streams.
When you have an employee who is causing problems, one of the first things to do is determine what the cause is. This is not necessarily the same as the immediate complaint made by the worker.
Here’s an example. An older worker (“late career” worker) begins to resist participation in meetings, and perform poorly. This is awkward and you don’t know how to handle it because the worker has been an excellent resource. To get to the root cause of the problem, you talk to the complaining worker. It turns out she is concerned that new technology-based efficiency changes have replaced time-honored ways of doing business. She is also concerned that she will not be able to perform well as she has been performing – at the top of her game.
This result is fixable. The point is, though, that you have to avoid making assumptions at the beginning. You must get to the cause of the problem. Keep asking “Why?”. What has seemed to be awkward and unusual can become easier to fix than you think.
Posted on: May 04, 2007 12:04 PM |
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