I have a direct report who has had a long history of not working well with others. Most of the crew has little to no respect for him. He recently came under me and I hope to be the first to address this problem.
I am having a hard time coming up with measurable proxies for "getting along with others".
Can you please provide some examples of proxies you have used in the past? Perhaps I can wrap these around this person's behaviors and create some new goals for him.
Thanks in advance.
The Basics
Ramiska,
Assuming you're doing O3's and have the feedback model in place...
He should not roll their eyes or cross their arms when others are talking.
He should make eye contact with the person talking.
No interrupting.
No comments about the other person's intelligence, looks, or motives.
He should say Hello and Goodbye politely to his colleagues at the start and end of each day.
If emails are an issue, you might review the emails with him, suggesting ways to improve the language so that it engages rather than rebuffs.
John Hack
Thanks, John. I have
Thanks, John.
I have employed O3s and do offer some feedback (though it could certainly be more). The feedback model is helpful but I am looking for something more; something measurable.
This has been a long-lasting problem which has never really been addressed properly before. There is already a very negative sentiment among his coworkers and I am hoping to give this individual something as a measurable annual goal to try to correct it. It is going to be a long battle for him to fight these demons.
Ramiska - it's important to
Ramiska - it's important to know what behaviours he is demonstrating which lead you to believe he's not a team player.
Can you elaborate?
-Max