First, rely on data. Transform subjective opinions into measurable performance gaps. Conduct open assessments that highlight performance metrics for all team members. This separation of likability from actual results creates a clear foundation for conversation. Directly communicate, “You’re a fantastic teammate, but we need to improve your output,” and set a constructive tone for the dialogue.
Next, establish specific goals. Create a structured plan with 30, 60, and 90-day milestones to track progress. Regularly review their performance against these benchmarks. This not only keeps the focus on results but also provides an opportunity to coach effectively. Remember, leadership isn’t about being the most liked; it’s about being trusted to make the right calls for the team.
Finally, address these issues head-on. Constructive feedback fosters trust within the team, reinforcing that performance matters as much as camaraderie. By confronting these challenges directly, you strengthen the team’s overall results and ensure that likability does not eclipse performance.
#Leadership #TeamPerformance #ConstructiveFeedback
a year agojoey_in_2022
I remember when my manager tried this with me and then I retired early. They are still crying. Ha
a year agoconvincemeonce
Make sure you are doing this in the context of a pip. You don’t want to do this again when they fail
a year agocarlosengarcia
If you don’t address either lack of performance or suboptimal attitude you and your team will suffer the consequences later. Attitude is a reflection of performance!
a year agojay_car_guy
Dealing with this currently. “But he’s a nice guy” It’s terrible when performance is perceived via likability.
a year agounkl_ian
I showed the data to HR. She said: "That doesn't matter." Likeability, and conforming, were her metrics.
a year agorobertlbarber
Learn the secret of leadership in one book...The Leadership Secret No One Tells You book and 90 day Planner in the Linktree in the bio: https://linktr.ee/robertbarber
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