Up your game, Tone it down, Chill out, Be more supportive, Adjust your attitude, Come to work on time, Stop abusing time and leave, Be more creative, Be a team player…
These are all common, legitimate feedback given to staff who need to improve their performance in managerial and interactive skills. The feedback is also equally vague and generic and by themselves do nothing to give managers the results they actually need.
The more specific you can be, the clearer a picture you can paint that your employee will understand, the greater the chances of the “aha!” moment that creates the turnaround you’ve been looking for.
Even if it means consulting a thesaurus, there must be specific verbs that can attach to the desired results.
Here are some example of do’s and don’ts for common behavioral challenges. Continue reading