{"id":2973,"date":"2014-06-05T16:48:04","date_gmt":"2014-06-05T23:48:04","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=2973"},"modified":"2014-06-15T13:53:35","modified_gmt":"2014-06-15T20:53:35","slug":"focus-employee-behaviors-get-results","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/focus-employee-behaviors-get-results\/","title":{"rendered":"Focus on Employee Behaviors to Get Results"},"content":{"rendered":"

\"marnie.employee.behaviors\"<\/a>We all have an “attitude” problem at times. You\u2019ve probably even had employees who you\u2019ve described as having a bad attitude.\u00a0 However, focusing on the attitude of an employee while trying to influence his\/her work performance is a bad idea.<\/p>\n

No one wants to be labeled and no one wants to be judged.\u00a0 When you think an employee has a bad attitude, and you focus on their attitude when you address the issue, the employee will most likely respond defensively.\u00a0 That\u2019s because when you name their attitude, you are naming something that is in their head.\u00a0 Attitudes aren\u2019t tangible.\u00a0 Behaviors are.<\/p>\n

Many supervisors get stuck in performance-related discussions when they focus on an employee’s attitude rather than behavior. Attitudes are the thoughts or feelings that underlie what the employee does on the job. Behaviors are the observable actions an employee takes when on the job. The most effective public sector supervisors discuss employee performance in behavioral terms, rather than mentioning attitudes. Here are examples of various behaviors and attitudes:<\/p>\n\n\n\n\n\n\n\n\n\n\n\n
Attitudes<\/strong><\/td>\nBehaviors<\/strong><\/td>\n<\/tr>\n
Enthusiastic<\/td>\nCompleting work ahead of schedule<\/td>\n<\/tr>\n
Neglectful<\/td>\nViolating a company policy<\/td>\n<\/tr>\n
Laziness<\/td>\nArriving to meetings 30 minutes late<\/td>\n<\/tr>\n
Attention to detail<\/td>\nSubmitting expense reports without errors or omissions<\/td>\n<\/tr>\n
Difficult to get along with<\/td>\nShouting loudly at a co-worker in the office<\/td>\n<\/tr>\n
Initiative<\/td>\nCompleting request before the expected deadline<\/td>\n<\/tr>\n
Service-oriented<\/td>\nAnswering the phone within three rings every time<\/td>\n<\/tr>\n
Messy and\/or Slovenly<\/td>\nHas trouble locating files promptly<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

So what does this sound like in a performance conversation?\u00a0 In a conversation with an employee who has a \u201cbad attitude\u201d about changes to a new system, you may feel like starting the discussion like this:<\/p>\n

\u201cDavid, you were really hard to get along with during that meeting. I don\u2019t appreciate the way you talked to me or the team.\u201d<\/p>\n

This opening focuses on what you think David\u2019s attitude\u00a0is and it immediately puts David in a position to defend himself.\u00a0 Instead, begin by stating the behaviors you\u2019ve observed.\u00a0 It might sound like this:<\/p>\n

\u201cDavid, I noticed that you raised your voice and used an obscenity during the meeting when we were talking about the system conversion.\u201d\u00a0 <\/span><\/p>\n

By beginning with a behavioral observation, you leave room for David to give you his perspective without feeling immediately defensive.<\/span><\/p>\n

Often supervisors will have a conversation with an employee without preparing for the discussion. When this happens, the discussion with the employee often becomes a “blame game” or loses focus. By preparing ahead of time and focusing on behaviors, you can ensure that the conversation will stay productive.<\/span><\/p>\n

Here’s a tip to get you through: Discuss only specific, observable, behavioral examples of performance with employees and avoid mentioning the “A” word – attitude.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

We all have an “attitude” problem at times. You\u2019ve probably even had employees who you\u2019ve described as having a bad attitude.\u00a0 However, focusing on the attitude of an employee while trying to influence his\/her work performance is a bad idea. No one wants to be labeled and no one wants to be judged.\u00a0 When you […]<\/p>\n","protected":false},"author":59,"featured_media":2975,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[69],"tags":[33,605],"class_list":["post-2973","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips","tag-management-advice","tag-marnie-e-green"],"acf":[],"yoast_head":"\nFocus on Employee Behaviors to Get Results - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/focus-employee-behaviors-get-results\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Focus on Employee Behaviors to Get Results - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"We all have an “attitude” problem at times. 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