How To Solve Tyler's Dilemma

How To Solve Tyler's Dilemma

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We now continue to analyze the situation in which Tyler finds himself at this moment. He has been a superior employee who has shown nothing but growth, and his attention to detail and desire to perfect his methods as a sales representative are far beyond the norm of the company.

He is young and has his priorities in the right place, but as we began to discover in the previous article, something is amiss. After his stellar performance was noticed by corporate, he was invited to relocate to a new territory where he could really shine and show the other representatives that it could be done.

As he began work in the new territory, he continued to prove himself a strong employee even without the direct supervision of his superiors, but after a few months, his performance began to deteriorate. You as his superior become concerned because you believe that something is amiss in his life and is reflected in his performance. What can you as a coach and mentor do to help this young man? Please remember that he has enormous potential, and if he can be restored to his anterior performance, he will again be a huge asset to the company.

Ultimately, it ought to be that of all people, you know your employee best. He is your responsibility, and you must ensure that he returns to a motivation and excellence that will help him to move forward in his career. I wish, however, to make some suggestions that will allow you to show your employee the depth of your concern.

First, make the fullest measure of contact possible. This is much easier with employees that are local, but it is just as essential with an employee on the other side of the country. You may not be able to meet him for lunch, or invite him and his family over for dinner, but you must make the fullest contact that you can. If you are in a position to visit him in his territory, do it. If this cannot be done, I would recommend an extended effort to communicate with Tyler. He is a good employee, and deserves your respect and attention.

Be sure that you are positive in your conversations with Tyler. He is already well aware of the fact that he is not producing, and there is very little reason to drill him about it. Make sure that your conversation is upbeat, and that you allow him the opportunity to be honest about his performance without being criticized. Ask him questions that allow him to discover what he can do to improve his performance.

If he feels that he is still in control of his decisions, you can help him to improve that must faster. However, let him know in a way that is not confrontational that his own actions are what hinder his performance. It is of no use for him or you to throw excuses to the walls. Both of you must take responsibility here and you will have the best possibilities of success.

About the Author:
CMOE is a company that specializes in strategic thinking, more specifically, executive coaching . For over 45 years, CMOE has been assisting companies in improving productivity. They center on leadership development and corporate team building. For more information, please visit the CMOE website http://www.cmoe.com



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