Comments on: Focus on the error, not the person http://www.everyjoe.com/articles/focus-on-the-error-not-the-person/ Sports News - Tech Reviews - Entertainment - Life Tips for EveryJoe Thu, 03 Dec 2009 11:08:58 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: All I wanna do is *bang bang bang bang* and *click, ching* and take your money « Not Organic http://www.everyjoe.com/articles/focus-on-the-error-not-the-person/comment-page-1/#comment-307661 All I wanna do is *bang bang bang bang* and *click, ching* and take your money « Not Organic Wed, 29 Oct 2008 16:14:29 +0000 http://www.slackermanager.com/2008/10/focus-on-the-error-not-the-person.html#comment-307661 [...] thing from Slacker Manager to ponder as I go, weary eyed, back to my reports. As a manager, it’s important that you focus on [...] [...] thing from Slacker Manager to ponder as I go, weary eyed, back to my reports. As a manager, it’s important that you focus on [...]

]]> By: CK http://www.everyjoe.com/articles/focus-on-the-error-not-the-person/comment-page-1/#comment-308009 CK Tue, 07 Oct 2008 10:17:34 +0000 http://www.slackermanager.com/2008/10/focus-on-the-error-not-the-person.html#comment-308009 The point is to address the issue BEFORE it becomes a problem. Still again, you need address the issue and not the person. It could be a bad habit, performance issue, lack of training, etc. It is management's job to find out what the problem is and find a possible resolution. If it DOES go too far then disciplinary action would be the natural course of action. First would be the unwritten action, followed by the written ... but why am I explaining this to you - you shouls know. But if things are STILL not resolved, I would even go further! As a last step, I would talk to the person to let him/her know that they have a choice. That we were letting him/her off for the next day, with pay, to think over what has been said and done and to determine if he/she want to come back to work and resolve the issue permanently or to resign. The point is to address the issue BEFORE it becomes a problem. Still again, you need address the issue and not the person. It could be a bad habit, performance issue, lack of training, etc. It is management’s job to find out what the problem is and find a possible resolution.

If it DOES go too far then disciplinary action would be the natural course of action. First would be the unwritten action, followed by the written … but why am I explaining this to you – you shouls know.

But if things are STILL not resolved, I would even go further! As a last step, I would talk to the person to let him/her know that they have a choice. That we were letting him/her off for the next day, with pay, to think over what has been said and done and to determine if he/she want to come back to work and resolve the issue permanently or to resign.

]]> By: Chris Young http://www.everyjoe.com/articles/focus-on-the-error-not-the-person/comment-page-1/#comment-307768 Chris Young Tue, 07 Oct 2008 02:33:08 +0000 http://www.slackermanager.com/2008/10/focus-on-the-error-not-the-person.html#comment-307768 I could not agree more. However... If the person makes the same mistake again and again and again... Then it is time to address the person. Love your blogs! I could not agree more.

However… If the person makes the same mistake again and again and again… Then it is time to address the person.

Love your blogs!

]]> By: CK http://www.everyjoe.com/articles/focus-on-the-error-not-the-person/comment-page-1/#comment-307765 CK Mon, 06 Oct 2008 11:58:18 +0000 http://www.slackermanager.com/2008/10/focus-on-the-error-not-the-person.html#comment-307765 Or in other words ... address the issue not the person. If you attack the person he/she will automatically shut down and anything else said will be promptly ignored. Or in other words … address the issue not the person. If you attack the person he/she will automatically shut down and anything else said will be promptly ignored.

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