Obstacle#1: Underdeveloped job-specific knowledge or skills
For example, you may have an employee who struggles to answer difficult questions from customers, which in turn causes her to become defensive and very frustrated.
What you should do is coach her on how to respond effectively in these situations. This will create more confidence in herself, which will lead to less frustration and a more polite attitude in the workplace.
Obstacle#2: Unclear performance goals, expectations and standards
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For example, you may have an employee who has missed two report deadlines.
You find out that she's working very long hours, while still being actively involved in several committees.
This all leads to her not knowing what to do first, and she often feels overwhelmed.
What you can do is, at her next performance review, plan to do some coaching on time management and prioritising.
Obstacle#3: A lack of knowledge on certain work policies and procedures
For example, a sales employee may be giving discounts to customers that fall out of line with the discount policy.
You then discover that he was never issued with one.
You should now ensure that he doesn't make costly discount errors in the future, and so you'll need to provide some coaching for him.
*To learn of an invaluable coaching model you can use to greatly enhance your coaching style, simply page over to chapter C 02
in your Practical Guide to Human Resources management
handbook, or click here
to order your copy today.