Hi all (thanks for being here),
Should a first O3 also include Adjusting Feedback? (My instinct is “no”, but I’m not sure.)
This person was on vacation last week. While she was out, I found a quality of work issue and an attendance problem that I need to address. The attendance problem is recent (two months), but building quickly. I’m not sure how much history there is with the work quality issue, yet. But, I’ve seen enough and would just like to address it now.
So, back to the question. I think I should give feedback tomorrow (7/25), and wait until Wednesday or Thursday for the O3 with this person.
My brief history: I was promoted to my current position on 7/3. :shock: I have ten directs and just started O3s last week after listening to the casts. I’ve never had more than three directs before. I've always been more of an organizer than a manager. And my company is small and a “seat of the pants” management style company. So, I get promoted because I'm organized and I look like I can manage. I'm going to do the best I can to transition from organizer to manager.
I’ve got a lot of catching up to do with the casts. It’ll be the feedback casts on the way home and at home today. I’ve listened to the first one once. I’m glad I found MT! Thanks in advance for everyone’s comments.
Note: After listening to the first feedback cast on the way home, I realize I should address one issue at a time. But my real question is the One on One AND feedback question. What is the best way to start O3s with this person, and give the feedback needed on her behaviour? I want the O3s to be a positive experience, but there are issues that need to be addressed.