You have decided to do nothing.

Joan has not been absent again during the remainder of the month and that is good, however why say and do nothing?

Joan seems to be trying to do what you asked of her – yet not recognising this or not commenting on it, might affect your future working relationship with her, and the rest of your team. One of the principles of effective management is to give feedback, which rewards and reinforces positive behaviour and corrects inappropriate behaviour.

Feedback is the responsibility of any manager who has a team of people at work, and can be simply represented as taking three forms:

  1. Appreciation: is where you give thanks for work or effort. Appreciation conveys, “I see you” “I know how hard you’ve been working” and “You matter to me…” When you practice appreciation feedback you are motivating the team and/or an individual to repeat that good performance again and again. We all like to be appreciated for our efforts.
  1. Coaching: is where you provide alternatives for the team to think about better ways to do things. Informal coaching provides support and guidance to your team so that they learn and improve performance – a win/win for you and the company.
  1. Evaluation: is you clearly explaining where you stand on the current performance and behaviour of the team or an individual in the team. This approach sets the parameters of your expectations regarding the standard of work that is acceptable to you (and the company). It also provides the basis for the formal company appraisal process.

Discover more by accessing our ‘Leaders Who Listen’ series of training courses on Floor 2 at JFI Store, as these will help you to refresh your management and team leadership skills.

You might also be interested in some shortcuts that will take you into 7 different endings hidden inside this training game.

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