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Prep concrete examples of Eric’s current state and get clear on your intention to get curious about the source of his stagnation (sans interrogation) and structure a way forward. Ideally, address this situation as soon as you have enough data about the situation. You’re opening line could be, “Eric, thank you for meeting today. I’m concerned about you, I’ve noticed a change in your demeanor and work over the past couple of months. For example, A…B…and C.** Of course, you don’t need to discuss any personal topics you aren’t comfortable discussing, but if work is the source of this change, I’d like the opportunity to correct that.” Then - Be - Silent. **Whether it’s customer feedback, department reports, documented mistakes, and/or calling out frequent Monday absences, bringing this information forward is a powerful step toward unraveling and addressing the problem. Eric might respond with: 1. The Sounds of Silence: Allow Eric room to breathe and collect his thoughts. If that silence becomes deafening, you’ll need to march through the metaphorical door you just propped open by with the next question: “You’ve been successful in the past. What do you think’s been getting in the way recently?” With Eric now actively engaged (hopefully) in the dialogue, you’re well on your way to diagnosis followed closely by resolution. To do this well, keep asking smart questions to peel back the layers (we got you…see below ideas). 2. Liberating the Issue: If Eric reluctantly discloses that there is indeed an underlying problem – e.g., his overwhelm has been making him feel like an underachiever for a while – that is the opening you need to dig deeper for the root cause. Root Cause Questions “Tell me what is specifically causing you to feel overwhelmed.” “What do think is behind your feeling of underachieving?” “What was present for you when you were successful that’s missing for you now?” “What I am hearing you say is_______does that accurately capture the situation?” “What responsibilities or tasks are you struggling with the most?”; “In what ways?” or “How so?” “Say more about xyz.” “What have you tried so far?”; “What’s worked and what hasn’t worked?” “What’s getting in the way?” “What’s stopping you from….?” Is your current workload not tapping into your talent and skill set?”
Coaching Cues - Clear on the problem? Spark solutions with these words: What does success look like to you?” followed by “Here’s what it looks like to me.” “Let’s brainstorm some ideas to help you feel less overwhelmed and more successful.” “Which ideas feel realistic?” “What could you do differently?” “Where can I offer greater support?”; “Who else could you tap into for support?” “What actions will you take before our next meeting?”; “What will you do first?”
Commit to a Way Forward Wrap up this crucial conversation:
1) Summarize: “Ok, here’s what we’ve established as expectations and next steps. Did I miss anything?”
2) Commit to weekly check-ins, regardless of your own workload, to stay closely connected.
3) Reassure: “I have a lot of confidence in you and trust your ability to back on track with the actions we agreed to.” The Final Word When supporting colleagues who are in a slump, remember that it took them a minute to get stuck; it will take a minute to re-emerge as the employee they are capable of being. Perhaps you’ve been there, and what pulled you out of your performance purgatory was a Manager who helped you name it and face it. Your awareness, curiosity, and empathy as a Leader will communicate a dedication to support while cracking the code on struggling team members. The Final Final Word Your intention should not be to “fix” the employees you work with but to “grow” them. This nuanced mindset will help you select the words, tone, and tools needed for productive conversations and ultimately, talent development.
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