- uphold principle to keep open for any comment or feedback but not allow personal attack or inappropriate behavior
- check with staff if assigned task on hand is finished or on track and remind this is top priority over others
- check with staff root cause of dissatisfaction & see if any remedial measure or work adjustment
- provide help and assistance if necessary
- explain and clarify if there is any misunderstanding or miscommunications
- explain to staff difficulty or challenge company or team faced
- demonstrate strengthen and capability if dissatisfaction is due to ability doubts on supervisor, also remind no person is perfect
- remind staff mutual change is required and allow room and time for improvement
- remind staff for any issue, raise up and discuss formally for solution but not through inappropriate behavior
- remind staff continual negative behavior lead to bad annual appraisal record or even termination
- remind staff potential result of negative behavior: verbal warning, formal written warning, escalation to management or complaint if no improvement
- reward to encourage positive behavior change
- assign challenge task that align with staff career goal and divert their effort and attention on constructive area
- punishment or termination if any rumor is spread
- rules & guideline should be published on staff handbook & send to staff when report duty
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