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Coaching

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I met with my manager to explain the reasons why one of my projects was not going well, and he cut me off and said he was tired of my excuses. I said these are facts, not excuses. He said I was playing semantics and then blamed everything on me. The meeting soon ended with nothing resolved. What should I do now?
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My husband was laid off three months ago, and I am concerned about the way he is trying to find another job. He finds ads for positions that he's not truly qualified for and then applies. He's a great guy with many skills, but there is no way he'll get these jobs. When I try to talk to him about it, he just gets upset. What do you suggest?
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I am rather new to management, and I am spending so much time in meetings and on committees that I hardly have enough time to actually do my job, especially when you add in the time I spend with my staff. What's a manager to do?
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One of the reasons why I like working here is that the company has many classes and seminars, and I am part of a program to build my supervisory skills. I was very upset when I heard that this program is going to be put on hold for economic reasons. Is this a common situation, and what suggestions do you have?
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I am very available to the employees who report to me. I look over their projects, but I keep finding that the quality of their work is questionable. I give them feedback, but they are still making errors that they should be catching. How do I get them to improve?
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I have an employee who does a good job on the parts of his job that he enjoys, but he puts off the work that is less enjoyable and then does not handle it particularly well. We have gone over this, but he hasn't changed. Do you have any suggestions?
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One of the people who report to me puts down my ideas in front of the rest of the group. I will say that he occasionally has some good insights, but his mode of presenting them is pretty insulting. I have talked to him about this, but he persists. Should I start writing him up?
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I have been a public school teacher for 15 years, and I am preparing myself for interviews for a management/executive position. Since I have always been paid according to union wage, and I have no experience asking for what I am worth, how do I reveal my salary requirements and salary history to a prospective employer?
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My manager told me that he was very disappointed in the way I handled a particular assignment, and then he said that he would get back to me with more details "at a later date." That was two weeks ago. Should I ask him for the details, or just let it go?
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Two years ago, I was making frequent mistakes on my job. I was put on probation and made a great deal of progress. I have been off probation for about a year, but on the rare occasion when I make a mistake, my supervisor writes me up and tells me that my performance is still unacceptable and I haven't learned anything. What can I do to stop being written up?
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As part of my job as a supervisor, I am supposed to discipline employees for breaking the rules and committing other infractions at work. I do not like confrontations, and this aspect of the job has me worried. What are the ways to discipline employees without having a confrontation?
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There is an employee in my department who refuses to accept the blame when he makes a mistake. No matter what happens, it is always someone else's fault. I have talked to him about this, but he hasn't changed. How should I deal with him?
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I was given a very demanding assignment by my manager, and it did not go well. I take responsibility for the failure, but I must say that my manager was unresponsive to my numerous attempts to communicate with him. All he said at the end was he assumed that if I took on a project, I would get it done. What do you think of this and what should I do now?
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I gave an employee a fairly easy assignment, and she did it poorly. The assignment did not require much follow-up from me, and this is not the first time that her work as been poor. I was pretty firm when I told her that the work was sloppy. If I have to fire her, I will, but are there any steps to try before that?
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I just evaluated one of my employees, and she became rather upset. I had notes on her performance from throughout the year, but she did not like what she heard and denied just about everything. What is the best thing to do when this happens?
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My manager is forever telling me what I should not have done. When I explain why I acted a certain way, he says he is tired of my excuses. This happens over and over. How do I get out of this cycle?
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I delegated a basic project to one of my employees, and I told her to proof it before returning it to me. When she finished, I assumed the project was ready for distribution, so I sent it to my manager and several other managers. It turns out there were some glaring errors. I was upset with her and told her so, but how do I prevent this type of problem in the future? Do I have to review everything she does?
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I delegated a basic project to one of my employees, and I told her to proof it before returning it to me. When she finished, I assumed the project was ready for distribution, so I sent it to my manager and several other managers. It turns out there were some glaring errors. I was upset with her and told her so, but how do I prevent this type of problem in the future? Do I have to review everything she does?
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I think employees should be given a formal performance appraisal twice a year, but most of the other managers think it should be once a year. Two appraisals give employees current information, and they are more useful in decision-making by the company. Which approach makes the most sense to you?
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Many people come to me for answers to questions and help on projects, and I always try to help. Most of the things I do for them are not part of my job, but the people they are supposed to go to are not very responsive. I enjoy helping people and I don't want to say "no," but these requests are making it difficult for me to get my own job done. What should I do?
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In my year-end evaluation, my manager said that he does not think I am promotable at this time. When I asked him when he thought I would be ready, he said he does not know. I asked him what I should do to prepare for promotion, and he said that is up to me. What do you suggest?
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I have been having difficulties with one of my employees, and I met with her on several occasions to talk about her productivity, cooperation, and attitude. I don't want to write her up because I would rather motivate her more positively than negatively. What can you suggest?
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When I assign work to one particular employee, he tends to overanalyze it and generate tons of data that we don't need. His role is primarily one of researcher, but whenever I tell him that he is going too far, it doesn't seem to have any effect. What do you suggest?
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I have an employee who does good work, but I usually have to do some rewriting on her reports. I did this on one of her recent assignments and briefly showed her the revised version. Later in the day, she said the final report was not much different from what she originally gave to me. I did not take action at the time, and I am wondering how to deal with this.
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My manager prides himself on his ability to coach, but his coaching style is to give us a lecture when we make a mistake. He is knowledgeable, but I donít think I can handle any more lectures. Do you have any suggestions?
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I have an employee who is performing poorly, and it looks like I will have to terminate him. Are there any last-ditch efforts you suggest before terminating someone?
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Although I am pleased with all five employees who report to me, three other managers on separate occasions have said that one of my employees is rude and nasty. I have never seen this side of her personality, and I donít think it is right to give her feedback based on hearsay. However, I donít want to ignore the other managers. How should I approach this?
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Hi, I have been on medical leave for a second round of rotator cuff surgery which required me to be away from my kitchen manager job in a school district for three months. I have two rotating subs that are filling in and my assistant cook is managing the kitchen while I am out. I am back three hours a day to do the paper work. One of the subs approached me today at the end of her shift and said she is done! My assistant and other co worker have been very bossy. I had a chat with them and of course they were ďsurprisedĒ to hear this complaint. At a loss for words and lost a good sub! How do I handle this...ASAP!
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I was recently awarded a position at my workplace, in healthcare. It expands into a different area for me after being in my old position for nine years. To make a long story short, my trainer has been there a few years longer than me, and has been doing the job that I am to be trained in for about three years now. This person was at one time a beginner as well, yet expects me to grab a totally new concept almost immediately after explaining it. If I make an error, I'm reminded by my trainer how critical it is that all information that I input be accurate. I get that!! I know how critical this job is and I'm up to the challenge. However when I'm met with critical and condescending comments and "attitude," it is very discouraging. Just when I'm feeling like I'm doing well (I am given a bit of praise for my progress), I get shot down with a negative/critical comment or behaviour. I don't mind being worked hard when I'm learning new things. I learn better with positive encouragement and attitudes. I relax more and my mind becomes open and more able to grab the new tasks. How do I go into my second week of training and be patient with myself and not take the impatient, negative attitude personally? I'm not one of those people who are awesome right off the bat. Thanks for reading my message!
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Can my boss come up to me and tell me that she has received complaints about me, and when I ask who from, she says she can't tell me. I only want to know who from so I can change this behaviour.
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