Why is it important to establish trust into a manager-employee relationship?

When trust is established in any relationship, the people in that relationship learn to listen and respect the other person’s opinion. In an employee-manager relationship this means that an employee will know that the manager has their and the organization’s best interests at heart, and so will be more receptive to feedback.

Other Questions Of This Category

Sometimes a manager thinks they have done a good job when they have addressed the issue and told the employee what they want them to do differently. However, an effective coaching conversation…

Which of the following should you use for an employee who is already a high performer?

As a coach, what are the most important things to remember when conducting a coaching conversation?

Suppose an employee you are managing has been consistently coming back late after lunch. He has previously been a high performer. How would it be best to approach this situation?

On the Employee Continuum, there is a range between strong performers who consistently have high performance and employees who are not performing well and have not demonstrated consistently…

Drawing from the scenarios we observed in this course, what can be a very powerful way to see where gaps lie in another manager’s coaching skills?

As a manager who manages other managers, recognize that you will have to have conversations with your direct reports about their coaching skill. What is the only way you're going to be able to…

Why do many managers fall short of effectively coaching? (Select all that apply.)

You sit down with an employee for your monthly one-on-one. You ask how things are going with her, and she immediately launches into a diatribe about how another employee is making her life…

The managers in the good example and ineffective example of Skill Set Coaching both pointed out the problem. The manager in the good example did something more that made the employee more…

When you are coaching a formerly high performer with a performance gap, who is not resistant to learning, what kind of coaching model should be your primary approach?

In the good example of coaching someone dealing with difficult colleagues, what did the manager do right? (Select the all that apply.)

Suppose you have an employee who has previously been a high performer but is struggling to meet standards using new technology that has been adopted three months ago. Most of the other…

Suppose you are sitting down with a fellow manager to coach him on a performance gap. What two things do you want to balance at the start of the conversation to create an environment in which…

Suppose you have a previously high performing employee, who has recently started taking office supplies home for personal use. The behavior has been repeated and the volume being removed so…