Decrease in employee productivity
When an employee spreads various rumors
"How many rumors strike our ears. How many gossips corrode, like a moth." These words from Vysotsky's song indicate that we encounter this phenomenon almost everywhere. The manager must always control the situation. Negative rumors and speculations can lead to problems within the team and hinder the development of the company. When you have information about an employee spreading gossip, you need to have a personal conversation with him.
Feedback phrases:
"I was very surprised when I loan database learned that you talked about this with other members of our team. I understand why this happened, and I regret it. You should know that I am always open to talking with you. Our conversation is the best option for finding a solution to get out of this situation."
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
10 Mistakes in Employee Feedback
Failure to comply with any point of the feedback requirements leads to significant mistakes. For example, if you do not give the employee the opportunity to explain the situation, he will not be able to provide arguments in his own defense, therefore, he will be angry. If you start to get personal, then instead of thinking about what needs to be worked on next time, your interlocutor will plan revenge.
Here are some typical feedback errors:
Lack of specificity: "You've screwed everything up again!" You need to be very specific. Be sure to take into account all the circumstances. For example, if one employee replaced another during his absence, then this is not his direct responsibilities, and therefore the employee may not know some specific details. And if the specialist is not suitable for this vacancy at all, then this is entirely your problem.
Employee Feedback Errors
You equalize opportunities. Each person has a certain level of knowledge, abilities, skills, and ability to do something. For example, one person can complete the same task in a day, while another will spend a whole week on it. This one grasps all the information on the fly, while another has to explain everything thoroughly.
If you have to put up with the fact that for some reason an employee cannot cope with the duties assigned to him, then it is worth thinking about how to fix this. You are unlikely to be able to teach him to write without spelling errors if he did not learn this in an educational institution. But pressing a key that will check the entire text before sending a document is not at all difficult.
Excessive emotionality. If your specialist made a mistake that led to a lot of trouble, did not understand the information that he was told many times, then these facts, of course, are very upsetting. But such a situation is not a reason to snap at the employee and raise your voice at him. Your emotionality is unlikely to help him understand what he did wrong and how to correct the mistakes he made. Learn to control yourself, it will benefit you.
Use others as an example. "But Rita..." If you wanted to assign this task to a girl, you would have done it without any problems! But if you assigned this task to another employee who failed to cope with it, then it is solely your fault. Do not manipulate your subordinates once again. This will not give anything except offended employees.
Surveillance. Today, there are many modern systems. For example, you can monitor online what your employees are doing in the middle of the working day, watch all their movements, eavesdrop on their conversations, etc. If there is no urgent need for this, you should not use such means. They clearly make it clear to your employees that you do not trust them, do not respect them. This will only spoil people's attitude towards you as an employer.
Employee surveillance