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What do you do when your consistent
feedback or unmet expectations
does not result in change or
improvement of performance?
Sometimes, you might have frustrations with team
members, provide feedback, and not see a change.
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In these situations, you must navigate your
communication for a better working environment.
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You can influence performance for
the better in a few different ways.
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First, seek understanding when speaking to the person
about the continued unmet performance expectations.
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The first time that you give feedback, seeking
understanding is more of a holistic approach,
understanding the context of
the challenge or confusion.
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When feedback does not stick, ask
questions specifically to understand
the disconnect in the discuss improvement
actions and lack of changes observed.
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Uncommunicated or unclarified expectations
are likely to be unmet expectations.
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I want you to check for understanding of the action
step that was agreed upon in the previous meeting.
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Identify the challenges in why that action step was not met and
clarify an altered action step or reframed expectations as necessary.
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Second, don't underestimate your power
to lead performance through influence.
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Simply telling somebody what to do is not
the preferred method of influencing change.
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Spend some time working with
the individual to story map,
identify tools, model and envision
what a better performance looks like.
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You can also offer help. This does not mean
to take on their job. It means offer help.
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Perhaps, you have an insight, a resource, or a piece of advice
that can help to champion the success of your team members.
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See if there is something that you can
do to help a team member. Offer help.
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Also, don't forget to
use your resources.
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Your manager is there to help
your team be successful.
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If you cannot help influence the improvement
of your colleagues' performance
and alleviate performance frustrations,
then ask your manager for assistance.
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They might have some tools and ideas that
you may not know that could be of help.
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If your manager is unable to help alleviate the performance
frustrations, HR is also skilled in mediating conversations
and may have different or more tools and
ideas to help remedy the unmet expectations.
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It may be uncomfortable to include management and HR in
those frustrations, but that is exactly why they are there.
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Allow them to help
you be successful.
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Confronting unmet performance
expectations with a colleague
when you are not in a position of
leadership can be uncomfortable at times.
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So, here's what I
want you to do.
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Try getting feedback one more time except this
time approach the conversation as a partnership
with the team member to help
champion improved performance.