March 23, 2009
I’m sitting in the gift shop of the Joel Lane House in downtown Raleigh, NC with 13 of my collleagues. We are “flash mob” cataloging the museum’s small collection in Library Thing. Having not cataloged since library school, I must say that cataloging in Library Thing is so simple and fun!!!!! Loving every minute of this.
I was going to title this post Compassionate Management, but I think I want to go bigger than just this one aspect. Confrontation. Most people hate it. A small number love it, while a much larger number work diligently to avoid it. Contrary to what people may think, this is not a part of being a manager that makes our year. We do not relish in it, and it can be an extremely uncomfortable interaction.
A while ago I wrote a post about Giving and Receiving Feedback. It is one of the most popular posts on this site and it is extremely applicable in this discussion. Rather than re-hash it, I want to expand on it a bit. As managers we have a responsibility to our superiors, our employers and most importantly, our staff to provide performance feedback and guidance. Ignoring under performers and claiming blissful ignorance, or covering for those whose work is not up to standard helps no one and hurts a heck of a lot of people. I come to work each day and have to look each of my staff in the face and tell them I am working hard to help them. If I chose not to address blatant performance issues I would be lying to them. I don’t like lying or liars.
Confronting someone about their performance or behavior is not a fun or easy task. There have been many books written about how to conduct a performance discussion and/or review. All give solid advice and I have used many of the tips and strategies. The important thing to remember is that a person needs to understand and accept responsibilty for their performance and behavior. They need to know how they will be evaluated and that they will be held accountable when issues arise. As managers we need to work with staff to correct or improve performance. We need to provide our feedback in a constructive manner, clearly and concisely. And most importantly, set expectations and deadlines if necessary.
This is not a joyous or fun part of being a manager. Confrontation is a part of life – work life, home life, personal life. At work, it is just abou that. It’s not personal and should not be taken that way. No one likes to tell someone something that they don’t want to hear. No one likes firing anyone. I would not want to work for someone who enjoyed these types of interactions.
March 2, 2009
I am so incredibly proud to work with Tina Adams, LJ’s Paraprofessional of the Year for 2009. Tina is a valued member of my department who truly cares about our work and our staff. What tickled me pink about Tina’s nomination was the willingness of our colleagues to write letters of support and recommendation. She is a credit to the profession and I hope that I have the good fortune to work with her for many years to come. Congratulations, Tina! You deserve this!!!!