Category: Managing Employees

The Truth About Transitioning From Employee To Supervisor

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Your communication ability, leadership strengths, ambition, and people skills got you this promotion. Now comes the hard part – dealing with conflict, giving feedback, toxic employees, and managing your time.

You can’t lead your company in delivering exceptional customer experiences if you don’t get first the people management down.

Here are 4 things you can expect to experience during the first phase of your transition from peer to supervisor.

1. Your biggest challenge is going to be managing friends and close associates. You’ll be nervous about leading them and giving constructive feedback. They’ll expect you to cut them slack.

2. You’ll be accused of being unfair and inconsistent, and this is just because you’re new at this giving feedback thing.

3 Useful Tips for Talking To An Employee About a Problem

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1. Label the Employee’s Emotional Reaction

When you merely label what you think your employee is feeling, you show your understanding while at the same time expressing empathy. Labeling is just naming what you observe. Don’t judge or harp on the issue. Here’s what labeling looks like.

“It sounds like you disagree with my perception of you coming across as terse.”
“It seems like you feel this expectation is unfair.”

Most employees respond to successful labeling by giving you much more detail as a way to justify their feeling. You can then take the information they hand you and have a dialogue about the real issue – their unacceptable behavior or performance.

If you don’t label and instead jump right into disciplinary action, you’re going to get resistance, so label as a way to invite dialogue and honest communication.

2. Put the Responsibility for Improvement On the Employee

Eliminate Your Fears And Doubts About Coaching Problem Employees

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One of the things I’m working on for you in 2019 is giving you tools to help you coach your employees and hold them accountable, so they’re positioned to deliver the best possible customer experience.

Eliminate Your Fears and Doubts About Coaching

No one likes to talk to employees about unacceptable performance, but for a lot of us, talking to people about problems with performance is a regular part of managing. You know the feeling – you probably get a little nervous, or you put off having the discussion about issues, hoping things will self-correct. It’s time to get over your fears about coaching.

Three Preparations You Should Make Before Talking to Your Employee About a Problem

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One of the things I’m working on for 2019 is giving you tools to help you coach your employees and hold them accountable so that they are positioned to deliver the best possible customer experience.

The way YOU do that is, you go into discussions with your employees with a plan, and with confidence. I’m going to give you a 3-step method for how to talk to your employees about a problem, be that problem attitude, attendance, the way they interact with customers, anything.

Use what I call KFD

KFD stands for: Know, Feel, Do

Before going into a meeting with an employee, identify, and write down, what you want them to Know, Feel, and Do.

Let’s say you’re going to talk to an employee about her tone or attitude with customers. Your KFD could look something like this:

This Is How to Talk To An Employee About a Problem {3 Steps}

One of the things I’m working on this year is giving you tools to help you coach your employees and hold them accountable, so that they are positioned to deliver the best possible customer experience.

The way YOU do that is, you go into discussions with your employees with a plan, and with confidence. I’m going to give you a 3-step method for how to talk to your employees about a problem, be that problem attitude, attendance, the way they interact with customers, anything.

Use what I call KFD