BLUF: How do I coach a direct to remember what deadlines/deliverables he has committed to? How can I make sure a direct meets his deadlines without crushing his soul and mine (a.k.a. checking up on him constantly)? How do I get back on track with the feedback model after mangling it badly?
I'm sure there is a podcast for this. I remember something about shorter time frames. Maybe the delegation cast?
I have a direct that I promoted into a new role that requires that we work much more closely than he has in the past. He has been a high performer when he is able to work entirely on his own. However his current role requires that he meet deadlines that we set together. He is a part-time employee; there is a lot to keep track of; being able to prioritize is critical. My problem is that he has agrees to a deliverable and a deadline for one task, but then confuses those details with others.
When I have to follow up with him on a missed deadline, I have had a hard time delivering the feedback model correctly because:
1) For me having to ask for missing deliverables has had a "looking for mistakes" quality that does not pair well the feedback model. I'm really just looking for the work product, but the frequency required feels like micromanaging.
2) He does not remember committing to the task or honestly has it confused with another similar task -- it is very clear to me that these are honest mistakes.
This is happening too frequently and I need to get us both back on track. I find it hard to keep feedback short, clear and crisp when he has no idea what I'm talking about. Let's face it, at this point I've gone and completely messed up the feedback model pretty badly.