Redirect an employee – A4ManagementTools

Procedure in correct order:

. Step 1: Define objectives and key results: A4008.Objectives&KeyResults.
. Step 2: Evaluate the employee and set annual objectives: A4003.EmployeeEvaluation.
. Step 3: Reorient the employee according to the professional profile requirements: A4071.HumanCapitalReadiness.
. Step 4: Share feedback. Reward and correct: A4001.Feedback.
. Step 5: Apply the corrective collaboration process: A4059.EmployeeWarning.
. Step 6: Strengthen your persuasive abilities: A4040.PersuasionStrategy.
. Step 7: Manage difficult conversations and resolve conflicts: A4053.ConflictSolver.

A4008.ObjectivesAndKeyResults

This tool encourages the drafting of precise goals and outcomes, translating them to all hierarchical levels and fostering a harmonious execution of tasks.

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Key Results	Solved Problems
Formulating persuasive goals and pursuing tangible results	Inconsistent results despite available objectives
Translating goals and results into an action plan	Fluctuating motivation among some collaborators
Guiding collaborators towards meaningful actions	Difficulty in clarifying the objective when required by the recipient
Making collaborators aware of the importance of their contribution	Need to frequently repeat instructions
Encouraging collaborators to exceed their current limits	Absence of significant results
Reducing interference
Easily recalling the agreements made

A4003.EmployeeEvaluation

This tool facilitates the assessment of collaborators' performance, objective formalization, and the development of an action plan for the upcoming year.

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Key Results	Solved Problems
Guiding collaborators throughout the upcoming year	Constant need for performance realignment
Harmonizing the aspirations of collaborators with those of the organization	Lack of a performance evaluation method
Calling to action and to contribution	Unattainable work goals (lack of clear agreement)
Integrating new necessary performances	Inconsistent motivation
Promoting the (independent) development of collaborators and tracking progress	Decreased competitiveness of the company’s human capital
Proving to be a reliable and credible leader	Limited knowledge of current best practices
Quickly recalling what was agreed upon	Lack of human capital development

A4071.HumanCapitalReadiness

This tool helps to outline the knowledge, skills, and attitudes required for each professional profile and to guide collaborators

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Key Results	Solved Problems
Defining specific requirements for each professional profile	Absence of defined requirements
Outlining necessary knowledge, skills, and attitudes	Absence of a skills database
Evaluating requirement fulfillment	Untapped human potential
Identifying gaps and planning improvement	Lack of a skills development plan for each role
Attracting talents aligned with company needs	Difficulty in drafting development plans
Isolating unsuitable profiles	Insufficient incentives for role-specific specialization
Updating the available skills database	Risk of selecting inadequate profiles

A4059.EmployeeWarning

This tool allows superiors to implement an inclusive corrective plan, stop inappropriate behaviors, and, as a last resort, terminate the employment relationship.

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Key Results	Solved Problems
Implementing the corrective process of collaboration, admonishment, and contract termination	Human-relational level conflicts
Redirecting collaborators to their role and responsibilities	Exploitation of generosity
Reactivating the attention of passive or wait-and-see contributors	Disobedience
Supporting professional and behavioral rehabilitation	Errors due to negligence
Implementing established company rules and demonstrating consistency	Inappropriate behaviors, lack of respect, provocations
Documenting what has been decided and avoiding deviations	Excessive draining of energy and constant need for corrective action
Sending a signal to collaborators not directly involved
As a last resort: convincing collaborators to terminate the employment relationship

A4040.PersuasionStrategy

This tool helps refine one's persuasion strategy for customers, colleagues, and stakeholders, and to achieve what is desired with greater ease and elegance.

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Key Results	Solved Problems
Perfecting the persuasive strategy	Predominant empirical approach
Using both rationality and the emotional sphere to persuade	Failure to prepare a strategy
Seeing opportunities beyond appearances	Neglecting the principles of persuasion
Identify the objectives that favor the recipient’s desired results	Undervaluing the role of emotions and language in decision-making
Distinguishing what really matters	Erosion of credibility over time
Taking the first steps and mitigating apprehension	Viewing persuasion as an innate gift rather than a developable skill

A4053.ConflictSolver

This tool provides an opportunity to turn disagreements into opportunities for growth. A clear sign of responsible and solid leadership.

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Key Results	Solved Problems
Moderating challenging conversations and resolving disputes	Tendency to ignore the onset of conflicts
Anticipating potentially problematic situations	Passive acceptance of unpleasant situations
Facilitating mediation meetings	Compromise of logic due to personal identity and pride
Encouraging constructive dialogue between parties	Overly emotional responses
Promoting an inclusive climate (also to parties not directly involved)	Conflict resolution attempts that do not restore relationships
Establishing an environment of trust and openness	Predominance of the subjective over the objective plane
Having a reference for established agreements

A4001.Feedback

This tool allows offering feedback to collaborators and partners, acknowledging merits, identifying areas of improvement, and monitoring the effectiveness of corrective actions.

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Key Results	Solved Problems
Sharing constructive feedback that serves as motivation	Absent or occasional recognition of merits
Expressing appreciation to collaborators and partners	Limited use of feedback as an incentive
Encouraging collaborators to realize their potential	Tolerance of negative behaviors
Strengthening relationships between managers and employees, clients, suppliers, and colleagues	Reluctance to implement corrective actions
Documenting your commitment to supporting professional growth	Authoritarian tendencies and inappropriate behaviors
Objectifying corrective actions with a fact- and data-based approach	Lack of communication of expectations as superior
Managing inappropriate behaviors (ensuring patience is not perceived as acceptance)
As a last resort: terminating the employment relationship following proper management procedures (after exploring all possible alternatives)

A4008.ObjectivesAndKeyResults

Key Results	Solved Problems
Formulating persuasive goals and pursuing tangible results	Inconsistent results despite available objectives
Translating goals and results into an action plan	Fluctuating motivation among some collaborators
Guiding collaborators towards meaningful actions	Difficulty in clarifying the objective when required by the recipient
Making collaborators aware of the importance of their contribution	Need to frequently repeat instructions
Encouraging collaborators to exceed their current limits	Absence of significant results
Reducing interference
Easily recalling the agreements made