Maintenance of the harvest: collected without offending

Recadent a collaborator is a difficult but sometimes necessary exercise. Many managers have difficulty guiding a Maintenance of the harvest benevolent and efficient.

However, it is an interview that must be prepared and designed upstream to avoid offending an employee. In this article, Fattorial deals with the topic and gives you some keys for a successful remodeling interview.

What is the maintenance of the harvest?

AND Maintenance of the harvest In business it is a meeting between an employee and his superior following a defect, a difference in the company’s rules or to discuss a problem concerning his work.

It is not a transition of soap or an interview before a dismissal. As the name suggests, it is An interview that is used to cut out a collaborator And comment on a violation of the organization’s rules.

The goal is therefore to trigger an awareness in the employee so that he can improve and correct his behavior.

In most cases, the manager is the cause of a remodeling interview. It is done in the company of a staff member often by the service of human resources and must be based on facts and not on a simple impression!

Maintenance of the harvest? When and why?

Timing to offer an interview with cultivation is crucial. It should not be organized too late but no longer at the slightest mistake.

To make sense, it must be the subject of significant lack or be motivated by an inappropriate behavior that is repeated.

Above all, this interview can be accompanied by penalties.

But if the manager thinks that the employee has the potential to progress and that this exchange will be useful, for him as regards society, he can opt for not to sanction him.

The goal is not to punish the employee but a correct one’s behavior. It may be the consequence of an increase in stress at work.

The maintenance of the crops must therefore be carried out with kindness. Sometimes the employee’s mistake is not voluntary and it is the result of ignorance of the company’s rules.

It is also an interview that allows itOpen the dialogue with the employee During which the latter will be able to share his difficulties, his problems and perhaps justify his actions.

It is up to the manager to establish a Climate of trust and promote exchange.

This cutting is therefore the continuity of the management of the team.

This type of interview should not be perceived as a process, but an opportunity for the employee to question himself and focus on his mission and on the objectives assigned.

How to cut out a collaborator?

In order for a success, an interview with crops must follow a rigorous process, both in its organization and in its distribution. Follow the following steps or watch, if you prefer, this video 👇

1. Prepare the meeting

Like any professional respect, the maintenance of crops is in preparation.

Before convening the employee, you must be sure that the drift found deserves this type of encounter. In this case, it is essential to structure your words upstream.

What message do you want to transmit? How to deal with the topic? Which solution) to consider? Do you have tangible tests to support your statements? What questions do you ask?

Do not hesitate to write the general picture of the interview. In addition, do the necessary research regarding the employee to know his role and place in the company.

Finally, find the right place for this interview. A quiet place, where you will not be disturbed, is an option to favor.

2. Welcome and frame

Once the employee was warned of his call to an interview for the harvest, he risks panic and associating this interview with something negative and could be on the defensive.

The welcome reserve is enormous! Be friendly, smiling and be sure to relax the atmosphere. Maintenance of crops under the trend will not give anything good!

From the beginning of the interview, announce it because it is convened, as well as the objectives of the exchange. It is a delicate moment for the employee and risks ticking discovering the object of the meeting, but it is up to you to be benevolence.

Above all, frame the interview and do not fall into a duel of topics. Adopt a neutral tone and keep calm.

3. Presents the facts

This is probably the most important step in a maintenance of crops. It is at this precise moment that you will justify the organization of this exchange.

Here, it is essential to present the facts with the utmost objectivity possible, without judgment value.

You can start describing what is criticized for the employee and the consequences that took place. Explain to him calmly his gap and why it is problematic.

Never be in an accused posture and maintain a courteous tone in all circumstances. If you have tangible and objective tests to illustrate your point, do not hesitate to present them but always with hindsight.

It is also possible to use the Descar method (describe, expressed, specify, conclude) which is often used by managers to exhibit an error made by an employee. Do not forget, the goal is to make him aware of his mistake, so that he can capitalize on the latter.

4. Listen

Once the facts are exposed, it is not impossible for the employee to adopt a defensive attitude and in a misunderstanding. You will have to listen and let him express himself.

Ask precise explanations and give him the time needed to develop your topics. Once again, it is not a disciplinary commission but a moment of discussion.

His perception of things, very often different from your and alleged facts, is a lever to build a constructive exchange to find an adapted solution.

In addition, take into consideration the problems crossed by the employee, in his work or in his private life.

However, listening does not mean accepting.

If the justifications provided by the condemned employee lack meaning, they are defamatory or in total disagreement with the facts, reformulate it and make him understand that he must assume his part of responsibility.

5. Find solutions

Everyone gave their arguments, they took time to exchange and it is now the time to find solutions to improve the situation.

To solve the problems, it is essential to exchange with the employee in order to obtain a constructive and satisfactory solution for the employee and the company.

You can ask him what he wants to implement to improve and how you can help him. If his proposals adapt to you, notle, reformulated and agree on a program.

Encourage it to commit itself and if this requires it, specify the consequences in terms of sanction if the change does not occur.

6. End and support

Did you put the clear things and found how to solve the situation? It is therefore time to conclude the clipping interview and thank the employee for his availability and opening.

In addition, suggest you return to see you at the slightest problem. Finish this interview with a positive note and renew your trust. He will play an essential role on his motivation and his desire to improve.

The goal will be to support the employee avoiding concentrating too much on him. Pay attention to his behavior and, if necessary, set processes to help him distribute the solutions provided during the interview.

Finally, it organizes a second interview a few weeks later to measure progress. Sometimes a second Maintenance of the harvest It is necessary and in this case, it will probably have to be accompanied by sanctions … but you have all the cards in hand so that it does not happen.