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I'm struggling to add a new accomplishment bullet and I can't find the right words. Can someone help?

What I want to say is this:

• Assisted a Direct Report on the brink of termination become a top performer by using a coaching model, regular one on one meetings, and feedback.

This is the best I can do... If I add 1 more space, it rolls to the second line.

• Assisted a Direct Report on the brink of termination become a top performer using key management techniques.

Can any of you Shakespeareans help me out?

thanks in advance.

bteachman's picture

I am not to sure what you are using this for, and that would make a difference how I worded the bullet.

If it was for your resume i would break it into two different points and make it more general, like the below.

- Assisted under preforming direct reports to become top performers.
- Used Coaching, feed back, and one on ones to manage my team effectively.

If it was for a review of one of your directs I would leave it how you have it worded.

jhack's picture

How about:

- Turned around a struggling direct into a top performer.
or
- Coached a struggling direct into a top performer.

or some such...

Forget about the rest. That's just your job.

John

wendii's picture

How about:

Saved $XX in costs by turning around underperformance.

(Where xx is the cost of recruitment, lost customers, lost workdays etc)

Or

Improved team performance xx% using selected management techniques.

Wendii

AManagerTool's picture

I'll give it a shot:

[quote] - Maintained a 100% staff retention rate for X years through application of best management practices.
[/quote]

This is fun...lol

thaGUma's picture

Successfully coached a failing subordinate, producing a top performer?

asteriskrntt1's picture

Follow Wendii's lead... find some metric to attach to it

Ie, Coached direct with a 55% customer satisfaction rate to 94% in 4 months

*RNTT

bffranklin's picture

* hit it on the head. "Top performer" and "failing" are judgments. Is there anything quantitative that supports these judgments?

jhack's picture

Yes, wendii and * got it: Quantify it.

John

HMac's picture

One subtlety that's in wendii's suggestion.

I think it's more powerful to lead with the RESULT than with the action that caused the result.

Notices that her recommendation starts with "Saved $$$" and "Improved team performance x%" instead of srating with "Coached uderperformer" or "Used various management technoques" (of course those two are meant to be taken verbatim...)

For the really scanning reader, you hit them with the most impact right away - don't make them read an entire sentence to get to the payoff...

-Hugh

US41's picture

[quote="lefonquey1"]Assisted a Direct Report on the brink of termination become a top performer by using a coaching model, regular one on one meetings, and feedback.[/quote]

Accomplishments are MT goals that have been met. That means every accomplishment is measurable in two dimensions:

* Quantity achieved
* Time consumed doing it OR date it was delivered vs. expected

So, the answer to your question is what were your employee's old numbers that showed he sucked? What are the new numbers?

* Coached direct report who was dying on the vine to deliver a newly enthusiastic team member to the operation:
- improved attendance 50% (now highest on the team at 100% since MM-DD-YYYY)
- improved number of widgets produced from 100 to 200 - a 100% improvement over 5 months

Measurable and time based.