Project ends and a mid-range employee

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Reference no: EM131630838

1) You have a junior employee. The employee improved steadily for 18 months and established a useful set of core skills but has stopped progressing and particularly doesn’t seem comfortable attacking new challenges?. Why did this pattern occur? What guidance do they need to get back on track?

2) A project ends and a mid-range employee is moved to a new area. What typical problems does this present. How should you as manager facilitate this change?

3) You have an employee who is very capable but is reserved and reluctant to engage. The employee is particularly defensive about possible mistakes or shortcomings. Why is the employee this way? How can you help?

Bonus – An employee with an excellent technical track record is switched to a micro-managing and extremely demanding boss, and subsequently reduces commitment to technical objectives and increases focus on relationships and social connections. What happened? How do you address it?

Reference no: EM131630838

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