If you’ve been watching the last few Monday Moments, you know we’re on a roll in talking about calibration and expectation sharing. That part seems easy riiiight up until the employee falls short of what you clearly shared with him or her, were your expectations.
It’s like playing tennis. You share guidance and they return with performance. But when an employee starts missing serves and forgetting equipment or hitting a lot of that big black netting, then as soon as you notice the pattern, it’s time to have a conversation. If you catch it early, you can simply have a CHAT™.
CHAT is an acronym that stands for the following:
- C – Create an outcome – what do you specifically want them to do differently.
- H – Have a conversation – talk WITH them, not at them. Engage them in dialogue for fastest improvement. Find out what’s going on and what’s stopping them from performing.
- A – Ask questions – would they LIKE to do better. How can you help? And what do they need to succeed?
- T – Thank them in advance.
Changing one’s behavior isn’t easy. Getting called out by your boss… way LESS easy. In fact, learning how to master the tennis serve might be easier, but thank the employee for the work you know they will do to make the needed improvement. Everyone appreciates being appreciated and a little encouragement to go and practice just might get them at the “court” on their own time, figuring how to get better, faster.
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