We had a patient who was a retired physician. He was in terrible shape. He was non compliant. He needed to check his PT/INR weekly if not more and often he would not come in for his appointments. He also had lower extremity vascular disease. One day he came in cocky as ever and I sat him down and did the tough love speech. I was very nervous, thought he would be very angry with me. Quite the opposite. Something I said must have hit home because after that he was always on time and came to all his appointments.
Every person brings a unique perspective to the job, I have a very diverse background which means that not only do I have a lot of experience in how to solve problems, I'm also experienced enough to know that there are several good solutions, in addition to one I might prefer.
I explained that I would take the employee to the side and ask them what had happened and then explain there was a complaint and either provide behavioral coaching or whatever the situation called for from there.
Extract person1 from that area of work (2) place person1 in a equality different [(cheese placer) to (meat placer)] job and see if there's more complaints if there is than it's person1 That's one way
The organization is results driven organization - so the best response to this question is to use Lean Concepts and rapid cycle testing of research based ideas that have been effective. Be ready to discuss the plan in some detail - bring handouts of past success.
It's a great question but analogous to asking, "What's the best house or the best car?". The answer depends on several factors. I'd start with requirements and budget and discuss what is possible within those parameters. If you watch "Property Virgins" on HGTV, the educational process is similar, as are the "buyers" perceptions.