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With these approaches above, you can’t help but become more effective every day.
Demonstrating Compassion
When a team member’s impact is not as expected, consider opening an
To help the concerned person, the responsible party will discuss documented feedback with them. That feedback should clearly state the desired objectives, current situation and actual results, and a reasonable time frame for the concerned person to correct their consequences. The responsible party will inform the concerned person’s coach of the situation.
Further responsible and concerned party discussions with documented feedback must occur halfway through the probation period and at its end. When the concerned person’s efforts have not met the desired objectives, the responsible party begins a termination conversation.
The responsible party creates a #po-concern channel.
The responsible party invites accountable and supporting parties to the #po-concern channel.
The responsible party decides upon one of the following.
Letting the concerned person go with immediate or two-month notice termination.
Situation-specific coaching and follow-up within a reasonable time frame.
Alternative next steps.
The responsible party owns the final decision and shares the decision in the #po-concern channel.
Though accountable and supporting parties may disagree, they must commit to assisting the responsible party to implement the decision.
The responsible and accountable party jointly informs the concerned person of the decision made and the next steps.
The accountable party performs/wiki/spaces/AH/pages/3113550163.
The responsible party should consider drafting lessons learned to share with their peers. Especially coaching, engagement, or recruitment team members.
References
https://www.buildthestage.com/how-to-give-positive-feedback-to-colleagues-with-examples/
Hastings, R., & Meyer, E. (2020). No rules rules: Netflix and the culture of reinvention. Penguin.
Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity by Kim Scott
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