The tone you want here is one of total openness. Your aim is to let them know their negative attitude might be affecting their work and their colleagues, but not to chastise them. This might be caused by non-work factors in the office (like personal issues with a colleague), or by circumstances in their private life outside work. But you should also come prepared, not only with your criticism but also potential solutions. Maybe you want to give a head’s up via email that you want to talk, which can give the employee some time to reflect and prepare. 💡 Tip: A hard talk about poor performance is something you should really be doing in person. If there’s ever anything you’d like to talk about, just let me know! I’m here for you. Sometimes feedback is hard to hear but the intention is always with your best interest at heart, to help you improve. Everything I said was meant to help you grow and become an even better employee. It seemed like my comment earlier didn’t land well.
You won’t demand all the details, but if it’s a work issue, you must express the importance of them being open with you. Use language that expresses giving them the benefit of the doubt. Your tone should be cautious before jumping to conclusions. Still, you never know the reasons behind the absenteeism. You want to encourage a good work-life balance but need to be on guard for employees who may be taking advantage. Otherwise, as a manager, you are just as responsible if your employee fails to meet these unclear standards. 💡 Tip: Remember, the first step to making sure your employees are on the ball when it comes to deadlines is to clearly set and communicate expectations before a task or project. If there’s anything that’s been preventing you from focusing and you want to discuss it, I’m all ears and happy to help out any way I can.Įven if it’s just a matter of your work motivation levels, we really need to solve this problem somehow together. And as we’ll see, a common refrain will be to express how your door is always open. However, a tired employee is not performing at optimal capacity, which as a manager it’s your job to fix.Ĭhoose your words wisely to get at the right level of personal interest. An employee continuously shows up to work tiredĬonstant work fatigue or burnout might be caused by outside-work factors, and you don’t want to appear too nosey. Most importantly: Remember why you hired this employee, and what about them and their work do you find amazing? Keep that front and center in your mind when preparing for a talk!ġ5 Manager email templates to help prepare for important conversations when: 1.Does the subject line use language that is fear inducing?.Does this employee respond well to directness? Or is a bit of small-talk a good way to warm them up?.Should this conversation come at the beginning of the day/week, so as to motivate them right away? Or at the end of the day/week, so as to give them time to reflect?.Is this employee more communicative by email, text or in 1-on-1 conversation?.
However, most of the time, it’s important to tweak them based on the individual or the context.īefore preparing to send an email or talk to an employee, ask yourself: Use them faithfully only when the situation permits. Just remember, these templates are guides to start and respond to conversations. This means more time and energy can be spent less on day-to-day planning, and more on the big-picture work of being a great team leader.
#Vibe check meme templatwe how to#
These guides are here to help you save time when questioning how to write an email to team members.
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