You have an employee on your team who is talented and that you like. He or she has recently loudly complained to both you and others that they were not promoted this year and were very disappointed about this.\u00a0
The employee was abrupt and emotionally upset when they heard that they were not getting promoted. They grumbled that others who were less deserving received the promotion they felt they deserved.
You value this employee on your team and do not want to lose them now. In reflecting on the employee\u2019s words and actions you come to the conclusion that their behavior seemed immature and not very well thought out.
You want to discuss this with the employee and see if you can patch things up and help them to understand the situation and their behavior. The employee then invites you out to lunch with them at a local restaurant next week. Since their outburst the employee has toned down their behavior at the office and is even acting a little sheepish these days. You are planning to use this time together at lunch to discuss the employee\u2019s career development.\u00a0
\u00a0
Provide your answer in a word document
Here are some things you might wish to discuss:
What is your plan for advising the employee?
What specific advice are you going to give this employee in order to have the person be accountable for their own career development and behavior?
How will you communicate your messages?
What do you hope will happen after the lunch?
Describe how you are going to present the topics and what you might say.
Here are some examples of things that you might want to include:
Helping the employee identify their strengths
Having the manager be an advocate for networking to help this employee grow in place
Emphasize the importance of being responsible in developing and maintaining successful relationships at work
Provide advice on how to communicate clearly regarding what they want and why in the future <\/p>\n
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