Thanks for coming to see me, daniel.

I've read your EMAIL.

You said you've been having trouble with one of your team members.

Yes, his name is sam.

One hand he's done some great work that shows real creativity and passion.

But sometimes he is very sloppy.

And he never double check his work, which creates more work for others.

I've been receiving complaints from more than one of my team members.

Have you done anything to discuss this issue with him?

That's the problem.

I told him again and again that he needs to stop making the same mistakes.  But ignores me.

If I tell him that he's done something wrong, he gets defensive.

Last week I got so fed up that I yelled at him.

It was bad, but I just want our team to do well. And he's making it really hard.

I understand.

But judging from what you've said, sam has got some potential. Right.

He does great work when he is careful and stays focused.

But more often than not, he is so focused and he makes mistakes.

Last week I got so fed up that I yelled at him.

Judging from what you've said, sam has got some potential.

He has done some great work that showed real creativity and  Passion.

This is certainly a Challenge.

But have you considered changing your approach when talking to him?

Approach. What do you mean?

Well, I feel like you've made it sound like he's the problem, not his work.

If he senses, you think that he's a problem, it may be why he gets defensive.

I think your feedback can be more effective if it is framed around his work.

Maybe I made my feedback to personal negative.

Yeah instead of saying you did this wrong, say this document needs more revisions.

May seem unimportant, but some employees are sensitive.

  I see  maybe I should give it more positive encouragement.

Definitely.

You said he can be passionate. So he clearly cares about some of the work he does.

But you need to show him that it's his contribution that makes a difference. Not just his mistakes.

A good manager not only hit their targets but also brings out the best of their employees.

Yeah, i'll try to make a change and talk to him this afternoon.

Great. Let's see how it goes.

If it still doesn't go well, we can take things from there.

Of course, thanks for your advice.

I'll make a better effort.

Maybe I should give it more positive encouragement.

He accepts her advice and will make a better effort.

Yeah, he should consider changing his approach when talking to sam.