Submitted by nhein on
in
Forums
We encourage positive behavior through feedback. But when directs are continually making comments about the scope of their job and changing roles it seems like they need to be reminded that it is not about what they feel or if they like it is their job. Is there an effective way to say this?
Why not just feedback?
"When you make comments about your job that others hear as derogatory, it takes time away from work for you and others, and sends a less than professional message...."
"When you say you 'don't like all these changes', it makes some wonder whether you're a team player...."
"When you make comments like "I don't like my job", to folks who can't do anything about it, they complain to me. And rather than being able to spend time fixing your job, we end up talking about what you're complaining about...."
A little background?
Is yours a shop where jobs have been well defined for a long time? Do people have detailed job descriptions? Is it a union shop?
Have you just been given management responsibility over them, or is this an ingrained pattern over a long period of time?
Your team should know you, and your approach; you should know them. Do you do one - on -ones with them every week?
Sorry for all the questions. If I were a new manager coming into a highly structured shop, I might find out why they think it's not their job - some places have strong "turf battles" around who does what. You'd want to know this before you did anything.
(assuming you ask first, within the overall model) How about, "...when you tell you me that a task isn't your job, it makes me wonder if you have the team's success in mind."
or "....when you tell me you don't want to do a particular job, I wonder if you're in the right job."
Knowing about the person's DISC profile helps.
John Hack