”
Discussion Question: It doesn’t need to be super longDifficult Conversations As
you saw in the Penny’s Performance Review video, employees do not
always understand they are not meeting expectations until it’s too late. Scenario:
The performance of your top employee has recently slipped. You had a
conversation with the employee to address it. The employee improved for a
period of time, but slipped again. Now your boss has noticed, which
questions your leadership. You do not want to terminate this employee
because you know the value of this person and his/her work, and you
trust and respect this employee; however, you are starting to look bad. It is time to take action, so you schedule a meeting with the employee. Part One: Discuss your strategy (supported by sources) for the meeting, including: How will you use candor to make your point clear during the conversation?How
will you remove your own personal emotion from the conversation, while
still maintaining empathy and trust with the employee? Considering
the course materials for this week, what techniques for building
effective working relationships will you employ, and why do you choose
these techniques? Part
Two: Write a brief dialog recording the conversation between you and
this employee that demonstrates your use of the strategies outlined
above.You should be supporting your writings by
citing the reading materials from this week and also some external
sources.
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