Steps to Solving Problems: For Managers and Supervisors
Remember:
- The "problem" is a person's behavior, not the person
- The employee has the ability to improve and make changes. By discussing a problem with an employee a supervisor creates an expectation and an opportunity for the employee to correct his or her behavior.
- The problem, at least in part, derives from the employee's life and/ or work situation
- Observe behaviors.
- Keep notes about your observations and review your documentation.
- Consult with appropriate resources such as your local HR representative, central HR representative and your FSAP.
- Schedule a private time and place to meet with the employee. Allow yourself enough time to prepare for the meeting but do not delay unnecessarily. If the discussion seems to be unimportant to you it can seem that the change you want to see happen is unimportant as well. Under certain circumstances, you may wish to have an additional person in the meeting with you. (For example, if you want a witness, or if you are concerned the employee may become upset or violent in the meeting.)
- Get straight to the point: Clearly and directly express the concerns you have, and provide examples from your documentation.
- Ask the employee for his input. Allow the employee time to respond. When the employee talks listen very carefully and ensure that you've heard correctly by re-phrasing what was said. Validate his or her feelings but remain focused on the problem being discussed.
- Ask the employee what she or he will do to correct the problem.
- Ask how you can help him or her to correct the problem.
- Identify the specific steps, which the employee and you will take to support a change.
- Set a date for a follow-up meeting to review progress.