We have a teammate that has no pride or ownership of her job. Always gloomy.
The Team Doc Says…
Okay, so let’s step back a minute here.
Every statement you made above is your opinion. If you wish to hold your team member accountable for her actions, you can’t just state what your opinions are. You need to detail observed behaviors. Let’s take a look at what you might observe for the judgments you made.
- No pride or ownership of her job. Is her work sloppy? Does it contain errors? Are the errors due to a training issue? Does she know what is expected? Does she blame others when her work doesn’t turn out right?
- Always gloomy. Does she always wear a frown? Has any team member tried to reach out and connect with her? Maybe she’s just a “glass half empty” type of person. What does being “gloomy” have to do with the work outcome expected?
To move forward, you need to answer the questions above. And remember, your opinions and perceptions don’t have a place here. You’re looking for observable behaviors so you can feed them back to your team member and hopefully help her out.
Anyone else have ideas? Please leave a comment.
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