Mark & Mike,
First let me say how much I tremendously enjoy the podcast. I'm a new manager (90 days or so) at my employer, and have found your podcast to be a tremendous tool in helping me grow quickly!
I actually have two issues here involving an employee that I inherited. The direct is older than I am (I'm 26), but only has 2-3 years more experience than I. Here are my issues
1. Implementing O3's... I sent the recommended template, with a few tweaks announcing that we would begin our O3's in three weeks or so. The next day I asked the employee if he had received my email (he hadn't responded yet). He informed me that he had, and made the comment that, "...he simply didn't see what benefit was in it for him."
I understand the benefit from my perspective, but what would be your suggested response to this?
2. Same employee...I have heard from another co-worker that the direct has made the comment that, "It's hard working for a manager when you know more than they do." Truthfully, this is not the case, and frankly I feel he is simply disgruntled by the fact that he has a new manager, and that I am asking that he implement a few things he has not been required to do up to this point. Is this "hearsay" comment something that is appropriate to use the feedback model on?