By popular demand, we’re making the Q&A and resources from the Don’t Stop Talking Now webinar available!
Gary addressed most questions during the webinar, but we made a note of the ones that hadn’t been tackled in the content. Did you miss the webinar? Interested in checking that out? Click Here to request limited time access to the recording.
Webinar Q&A
Q: We’ve made some significant changes to our roles since we needed to downsize our staff. Do we need to rewrite job descriptions even if we can’t talk about salary right now?
A: Absolutely! It is vital you ensure that employees understand exactly what is expected of them. Don’t just write it down. Have managers sit down and talk it out with their team members. That will give them an opportunity to ask clarifying questions and bring up concerns. You need to know they’re on board.
This is your best moment to also revitalize goals and development plans to match the changes. If you use Catalytic Coaching, it's very easy to initiate an off-cycle Coaching session to do this.
Additional Resources: Company Pivot Changes Coaching
Q: How many employees should I give to a manager? I don’t want to overwhelm them, but I need to shuffle some teams around.
A: Be mindful of the span of control. One person can only handle so much. Use an Org Chart as a guide to help you visualize everyone’s load and the expectations you’re setting for them. Both the military best practices and numerous studies have shown that one person can effectively manage up to 7-10 people.
Q: Employees are asking: I am doing far more work, yet being paid less?
A: It sounds harsh, but at least they’re getting paid. This isn’t a punishment or lack of the company wanting to give raises. Right now, we’ve got to focus on keeping the ship afloat. As soon things normalize, it’ll be time to revisit those compensation conversations.
That’s just the reality of it. Openly communicating this to workers is important to promote trust and reduce stressful ambiguity.
Additional Resources: The Post 4/20 Challenge
Q: What happens when employees can’t accept a new reality?
A: Adaptability is key. Everyone must be ready to make adjustments as needed. That’s a truth that applies at all times, not just during a crisis. A business leader must make the changes needed to keep the company going as strong as possible.
If an employee is unwilling or unable to adapt to those changes, then let’s wish them the very best of luck finding a more suitable position while making transition plans with them.
Additional Resource: Tough Love 2020
Q: We’re transitioning back to the office, but some employees want to continue working from home. Should we let them choose?
A: Have a conversation with those employees. Why do they want to continue working from home? Is it health concerns or maybe they have kids that are distance/virtual learning at home?
If you use Catalytic Coaching, check in with their Development Plan. Are Progress Updates on track? If everything is on track and they’re continuing to produce quality work, then it doesn’t matter where their office is located.
Additional Resource: Updated 4 tips for Coaching via Zoom
Q: Is Gary’s book, Catalytic Coaching The End of the Performance Review, available as an audiobook?
A: Not at this time. If that’s something you’re interested in, please let us know. With enough interest, we will put a greater priority on that project.
Gary’s next webinar is coming up on November 18th:
The Big Lie: Pay for Performance
He’ll leverage over 40 years of Human Resources, Performance Management, and Executive Leadership to bring you the vital guidance you need to have productive compensation conversations, even in bad times. You and your employees will be empowered to diligently persevere and right the financial ship.
Learn How to:
Mitigate mutiny without pay increases
Expunge “The Big Lie” that is “pay for performance”
Demystify “cost of living adjustments”
Manage expectations with the Compra-Ratio
Refocus through Coaching conversations
Special Bonus!! When you register for this webinar, get a FREE copy of Salary Talk. These conversation templates guide compensation conversations through:
An Annual increase
Positive Performance-related increase
Negative Performance-related freeze
Departmental (or Company-wide) Salary freeze
Departmental (or Company-wide) Salary reduction
Garold (Gary) Markle is the creator of Catalytic Coaching and author of Catalytic Coaching: The End of the Performance Review. He brings real world experience from 17 years in HR leadership in major corporations coupled with 20 years of teaching small and mid-sized organizations how to cultivate their leadership and ditch their detrimental performance reviews for a proven Coaching process.
Book Gary to speak to your audience about speeding your pace of significant change.
Connect with him on LinkedIn - Check out his videos on YouTube - Sign up for newsletters or Request information - Follow on Facebook
