This is my first post. I've been listening to MT for about a year and have been a manager for the same. I have 4 directs, 3 of whom have only been on my team since Feb.
I have been conducting weekly O3s with all team members and the model has worked quite nicely. I find that my directs enjoy the face time and really make optimum use of their time with me. Yesterday I had my first negative experience during an O3.
This happened with my most junior team member - someone I recently promoted from a non-exempt to an exempt position. We were walking through one of the deliverables she had drafted and I was giving her feedback. Unfortunately there were a lot of mistakes and I was pointing them out. This deliverable was due to be submitted to my boss within a few days so I wanted to make sure it was polished. After about 5 minutes of walking through her work and providing my updates, my direct started crying. I was completely caught off guard.
We were in my cubicle so I asked if she wanted to go into the office right next door and she nodded. From there I was completely winging it. I've never had to deal with this and I truly felt badly. I asked her if she was OK. The feedback I received was that she thought I was being too hard on her. I honestly didn't think I was being too tough, but now I'm questioning myself. I wonder if there isn't something more I can do to proactively prevent the mistakes in her deliverables before they come to me.
Does anyone have any advice on how to deal with brand new team members who need a lot of care, time, and coaching? I have tried to have her meet with others in the same role who are at a more senior level. Unfortunately the skills she needs to develop (e.g. MS Office 101) are so basic that my team members complain they don't have the time to walk her through everything.
Also - any advice how to deal with the crying would be appreciated. I know I fumbled through this so I would just like to be prepared if it ever happens again...or better yet, prevent it from happening again!