Validation for Employee Cooperation

Validation for Employee Cooperation

  It is often a fragile and sometimes emotional experience for managers to set boundaries and enforce them without employee insult. So what type of insult can be experienced with enforcing what employees are expected do…one may ask?

  Humans are humans and it is often painful for well-intended employees to be told what to do, told to correct a performance function on the job, and/or to correct a work responsibility that could stand improvement as well.

  The reason why this happens is often because employees who do, in fact, work hard and make mistakes by accident, commonly take constructive criticism to heart. In other words, because some employees are attempting to do the best they can to benefit the company they work for, they struggle to hear and accept they are not doing what is best for the company. They work for.

  As a result of the criticism, employees may shut down, argue, become disruptive, retaliate, quit, or simply be devastated by the negative news they receive. So, we always have to assume employees are well intended. If employees are hired who are not well intended then you need a new and improved hiring process. But, when your employees have to receive constructive criticism, using the Dr. Buzz Method, I always recommend starting your critique with scripted validation statements starting with either “I realize or I understand.”

  For example, if someone has been late a few times for work, we would assume one is late for a good reason. However, we still want to correct the concern. So, a manager would say to the late employee, “John, I realize you have a responsible reason for being late for work three days this week, however, it is important to be on time for work every day.” Or, “Sue, I understand it is frustrating dealing with angry and annoying clients, however, I have to remind you to keep your cool and composure when you are communicating with customers so you can succeed in securing a sale.”

  When we validate our employee’s emotion using the Dr. Buzz Method, your language and expressions will be perceived as supporting and understanding by the employee, even though you are offering constructive criticism to ultimately create change in your employee’s work performance on the job.

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