Great insights Mak. I appreciate you creating this content. I have a rough conversation to have tomorrow (Have to put an employee on a PIP). Its been occupying a lot of my mental space.
I had a difficult conversation today. Yesterday I left the office I got a phone call and emotionally-charged text message from my assistant. I did not respond to this I waited until office hours the next day to show that there's a boundary that I'm not reachable anytime you feel you need to vent. Then I saw her in an early morning meeting and to break the ice I said I'm going to talk with you after our meeting with the team. Then we came into the meeting right off the bat I acknowledged what you were so concerned about a document she signed was not even used. Then as we were in the office I just listened very intently to let her vent but now we're in an office setting where I'm very calm so I commanded the atmosphere for her to be very calm. Opposed to if I would have picked up the phone call the day before she probably would have lost it because she was then out of the office and not thinking properly.
How do I handle employees who complain about other employees? I have staff that will come to me because another team member isn't doing their task or they said something to upset another team member. So it puts me in a tough spot because I don't want to start a he said she said situation
Hi Miriam! Ahh man this is so frustrating. There are so many questions I would need to ask you in order to give you practical tailored advice to solve this situation - I’ve found that these things are situational and are caused by so many root problems. But I do get the frustration because this is the exact thing that causes so many breakdowns on a team and ultimately affects productivity- which is why it requires the right approach for the situation. That being said, these are the exact things I cover with my students within our weekly sessions! If you are looking for support you should definitely book a call with me for NMA where I do provide this kind of specific guidance.
@@miriambecker6791 Hi Miriam, my apologies for not grabbing you the link. Confirming that you want to book a call for The New Manager Accelerator correct - with the weekly coaching sessions? If that's the case you can book a call using the link below. If you are looking for one off coaching sessions, I currently don't offer this type of assistance due to time capacity. But if you want hands on assistance through my paid program NMA you can use the link here: calendly.com/makedaandrews/new-manager-accelerator-application-call
What if when you start talking the employee interrupts you by saying Let me stop you right there. ? Or she is a complainer and states that she is assigned menial tasks which are tasks that are essential to the department, but she feels above it. How to handle? My supervisor has already gotten involved, but her behavior has not changed
Hi Lula, I am so sorry that you're having to navigate this. And unfortunately it's not uncommon. These discussions can get rather heated and we have to tweak our body language and choose some intentional words in order to have a productive outcome. Without having the proper context and understanding the nuance of the relationship itself - I don't want to give out generalized advice. That being said, this is the exact sort of individualized support I provide within our program NMA. Right now we are closed for enrollment due to capacity but we'll be enrolling again in March in order of first come first serve - so if you get yourself on the waitlist sooner rather than later we'll reach out to see if you're a good fit. You can get on the waitlist by using this link here: www.makedaandrews.com/nma
I would advise she's being disrespectful and if she didn't apologize within a reasonable amount of time she'd be terminated right there. Unfortunately for us all, restaurants are high turnover and you must have respe t
“Help me understand…” is a good trigger to start a conversation about someone’s reaction. Help me understand your negative feedback on the tasks assigned to you. Help me understand what is behind some of the complaints you have had? Help me understand…
These kind of employees need to be documented. They don’t last long in any job so most of the time they won’t stay very long. While they are there try your best to get to the root of the problem and come up with a solution. Make sure you’re clear on your expectations, check back with them after a week or so. At the end of the day you are way too busy to be putting up with this type of employee. Again, most of the time these type end up quitting but if they don’t just remain professional and do what you can do for the time being. You may have to possibly document, write up, and fire in the end.
I'm going into a difficult conversation you don't want to stab but you want to do surgery make sure you're not using accusatory words. This will let the air out of the balloon
I love the whiteboard! And so agree, preparation on each of those levels is so crucial, otherwise the convo will be 100% wheel spinning.
💯 ! And yep - I’m a huge fan of prep.
I really appreciate when you said be clear about the issue & state the specific issue plus the impact , very valuable in improving the situation
So glad that you enjoyed this :)
Great video! I agree, you must cut to the chase instead of you and them getting anxious with odd talk.
Thanks Mike! I definitely made this mistake at the beginning.
So important to prepare! Excellent distinction of problem with issue and not the person!
Learned that one the hard way.
@@makeda.andrews I've been there as well. Learning opportunities!
Wonderful tips and so well explained. Thank you, Makeda!
Thank you!
Thank you for sharing! Your videos have been very helpful.
Great insights Mak. I appreciate you creating this content. I have a rough conversation to have tomorrow (Have to put an employee on a PIP). Its been occupying a lot of my mental space.
I had a difficult conversation today. Yesterday I left the office I got a phone call and emotionally-charged text message from my assistant. I did not respond to this I waited until office hours the next day to show that there's a boundary that I'm not reachable anytime you feel you need to vent. Then I saw her in an early morning meeting and to break the ice I said I'm going to talk with you after our meeting with the team. Then we came into the meeting right off the bat I acknowledged what you were so concerned about a document she signed was not even used. Then as we were in the office I just listened very intently to let her vent but now we're in an office setting where I'm very calm so I commanded the atmosphere for her to be very calm. Opposed to if I would have picked up the phone call the day before she probably would have lost it because she was then out of the office and not thinking properly.
Fantastic advice!
thanks for this , very helpful
Thank you so much you are amazing!
Thank you for this incredibly helpful video!!
So happy that it was helpful for you. All the best on having the harder conversation. You're going to do great!
Great video. Can you recomend a source/books with examples applicable to difficult conversations?
Thank you!
This is very clear and articulate 🙏
Glad it was helpful! 🥰
Thank you for this video.
My pleasure!
Tha k you for this
Thanks very helpful
Good+
How do I handle employees who complain about other employees? I have staff that will come to me because another team member isn't doing their task or they said something to upset another team member. So it puts me in a tough spot because I don't want to start a he said she said situation
Hi Miriam! Ahh man this is so frustrating. There are so many questions I would need to ask you in order to give you practical tailored advice to solve this situation - I’ve found that these things are situational and are caused by so many root problems. But I do get the frustration because this is the exact thing that causes so many breakdowns on a team and ultimately affects productivity- which is why it requires the right approach for the situation. That being said, these are the exact things I cover with my students within our weekly sessions! If you are looking for support you should definitely book a call with me for NMA where I do provide this kind of specific guidance.
@@makeda.andrews thank you so much for your help! Any advice you can offer would be greatly appreciated.
@@makeda.andrews hi how would I be able to set up a time to talk?
@@miriambecker6791 Hi Miriam, my apologies for not grabbing you the link. Confirming that you want to book a call for The New Manager Accelerator correct - with the weekly coaching sessions? If that's the case you can book a call using the link below. If you are looking for one off coaching sessions, I currently don't offer this type of assistance due to time capacity. But if you want hands on assistance through my paid program NMA you can use the link here: calendly.com/makedaandrews/new-manager-accelerator-application-call
@@makeda.andrews thank you I will check it out!!
Thank you!
Subscribed
Great content, thank you!
🙏🏾 you are so welcome!
Thank you sooo soo much
You guys should be paying attention and grow up
thanx!
What if when you start talking the employee interrupts you by saying Let me stop you right there. ? Or she is a complainer and states that she is assigned menial tasks which are tasks that are essential to the department, but she feels above it. How to handle? My supervisor has already gotten involved, but her behavior has not changed
Hi Lula, I am so sorry that you're having to navigate this. And unfortunately it's not uncommon. These discussions can get rather heated and we have to tweak our body language and choose some intentional words in order to have a productive outcome. Without having the proper context and understanding the nuance of the relationship itself - I don't want to give out generalized advice. That being said, this is the exact sort of individualized support I provide within our program NMA. Right now we are closed for enrollment due to capacity but we'll be enrolling again in March in order of first come first serve - so if you get yourself on the waitlist sooner rather than later we'll reach out to see if you're a good fit. You can get on the waitlist by using this link here: www.makedaandrews.com/nma
I would advise she's being disrespectful and if she didn't apologize within a reasonable amount of time she'd be terminated right there. Unfortunately for us all, restaurants are high turnover and you must have respe t
“Help me understand…” is a good trigger to start a conversation about someone’s reaction. Help me understand your negative feedback on the tasks assigned to you. Help me understand what is behind some of the complaints you have had? Help me understand…
These kind of employees need to be documented. They don’t last long in any job so most of the time they won’t stay very long. While they are there try your best to get to the root of the problem and come up with a solution. Make sure you’re clear on your expectations, check back with them after a week or so. At the end of the day you are way too busy to be putting up with this type of employee. Again, most of the time these type end up quitting but if they don’t just remain professional and do what you can do for the time being. You may have to possibly document, write up, and fire in the end.
Thank you 🌺
You are so welcome!
is there another recording of this same conversation??
I'm going into a difficult conversation you don't want to stab but you want to do surgery make sure you're not using accusatory words. This will let the air out of the balloon
At one point, it got cut off.
Wd rather see a REAL conversation of this or at least a drama act of an example of this, not just one person talking. kinda boring.
Thank you! ❤
Thank you!!
You are so welcome Desiree