From the author:
What the colleague says
Store manager Elli complains to her supervisor Mr W. "I have told my shift leader Lisa a thousand times that she should explain everything to our new employee! But he makes one mistake after another. "
Mr. W. asks: "What did you say to Lisa?" Elli answers: "I have ordered: you explain everything to the new one!" What do you think: Did shift supervisor Lisa know exactly what she had to do?
Nothing goes without a plan
Let's say you are Elli's superior. They want to find out why the thing has failed and ask them, "How would you have taught the new guy? Is there a plan that shows what stages the new one should achieve? "
It quickly turns out that Elli herself does not have a precise plan. And that works for other superiors as well. To help you change these 3 tips, which I will explain below:
- First deal with the situation.
- Direct the employees exactly
- Targeted ask
- If necessary, ask for the second time.
Being aware of yourself
First, deal with the situation yourself! Everything starts with you as a boss. Every thing that you expect from others, you have to clearly define in advance. Think about what you want to achieve.
The Swiss pedagogue Hans A. Pestalozzi says: "The first step of communication is the confrontation. Confrontation in the sense of conflict thus becomes an integral part of the pursuit of truth. "
As Chef you have to instruct your employees exactly so that they can work goal-oriented. Always explain: why, why, why.
Employees need information and background knowledge.
So you know if employees like Lisa have understood you correctly, ask questions. Not: "Did you explain everything to the new?". This usually only follows: "Yes." Or "No" "
4 Tips: How to specifically ask:
- What did you already explain?
- How would you like to proceed in detail?
- Why in this order?
- When are you ready?
Wait for each question until the employee has answered. Only then do you set the next one. This is a solution-oriented approach. As a boss, you must talk plain text!
If employees cancel prematurely
When new employees quit their job immediately or employees go into internal dismissal, it is not always their lack of motivation that is responsible, but often also the lack of communication with the supervisor.
Because employees are people you have to talk to. No lifeless dolls or even working robots. Communication is very important.
Thinking is work
Store manager Elli complains to her supervisor Mr W.: "Not even three months did the new man endure. Well, they are not all that resilient. "Is that the real reason or could Elli have prevented it?
The Austrian writer and teacher Ernst Ferstl said so aptly: The moaning has long been a popular popular sport, thinking will probably never become one. "
He just does not feel like it?
Mr. W. to Elli:
"Did you do everything as we discussed it?" "Of course, I planned in detail with shift leader Lisa." "And why does the new guy cancel now?" "He just does not feel like it and still makes the same mistakes." "Did you ask him more exactly what's going on?" "No," Elli press meekly.
Why do new people often quit?
Missed communication is the most common reason for employees' dismissal. In a further conversation between Mr. W. and Elli, it emerges:
Elli did not watch Lisa and the new employee. She also gave no feedback. But if nobody talks, nothing can be changed.
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