What the colleague says
Branch manager Elli complains to her manager Mr. W. “I have told my shift manager 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 replies: "I have ordered: you explain everything to the newbie!" What do you think: Did shift supervisor Lisa know exactly what to do?
Nothing goes without a plan
Let's say you are Elli's superior. They want to find out why the matter failed and ask them: “How would you have learned the new one? Is there a plan that shows in which stages the new person should achieve what? ”
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! It all starts with you as the boss. Anything that you expect from others must be clearly defined in advance. Think about what you want to achieve and how.
The Swiss pedagogue Hans A. Pestalozzi says: “The first step in communication is discussion. Confrontation in the sense of argument becomes an essential part of the pursuit of truth. "
As Chef you have to instruct your employees precisely so that they can work in a goal-oriented manner. Always explain why, why, why.
Employees need information and background knowledge.
So that you know whether employees like Lisa understand you correctly, ask questions. Not: "Did you explain everything to the new one?". This usually only follows: "Yes." or no""
4 tips: How to ask specific questions:
- 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 give notice 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 with whom you have to talk. No lifeless dolls or even working robots. Communication is so important.
Thinking is work
Branch manager Elli complains to her manager Mr. W. of her suffering: “The newcomer didn't even last three months. Well, they're all not resilient. ” Is that the real reason or could Elli have prevented it?
The Austrian writer and teacher Ernst Ferstl said so aptly: Whining has long been a popular popular sport, thinking will 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 manager Lisa." "And why does the new one quit now?" "He just doesn't feel like it and still makes the same mistakes." "Did you ever ask him more exactly what's going on?" "No," Elli prints sheepishly.
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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German edition: ISBN 9783965961807
English version: ISBN 9783965961814 (Translation notice)
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