Time Management or Impact?
I often hear from supervisors who are struggling with an employee's "failing time management". Often simple or common tasks are falling through the cracks, and the supervisor has to keep asking for updates or sending reminders. The supervisor often feels like they are veering into micromanager territory just to ensure things are getting done.
When I'm coaching supervisors dealing with this issue, I tend to start with a few questions:
Have expectations been clearly set regarding these tasks?
Do you think the employee understands how tasks should be prioritized?
Do you think the employee understands how these tasks impact the work of the department?
When tasks aren't being completed, I think it is critical to start with a discussion of expectations and impact. When staff understand their role in supporting outcomes, and the impact their task completion has on those outcomes, they are often able to better prioritize tasks. I've found that often it isn't that the employee has poor time management, but that their prioritization wasn't in line with supervisor expectations or department needs.
And if their prioritization is in line, but tasks still aren't being completed, at least supervisors can approach a conversation about time management or other challenges from a point of common understanding.
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