Avondale Industries' training and development office was asked to coach one of the supervisors in the wheel and brake division in the Dallas-Fort Worth site

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Avondale Industries' training and development office was asked to coach one of the supervisors in the wheel and brake division in the Dallas-Fort Worth site. One of the supervisor's employees was late to work at least once a week, which affected the productivity of the rest of the team. It had come to the attention of HR that the supervisor had really come down hard on the employee during the last performance appraisal about his tardiness. The conversation became quite heated, and the supervisor told him he was tired of him being late, lazy, and inconsiderate and that he'd better get his act together and do better. When the supervisor was confronted about how he had talked to the employee, he said he was just trying to get him to recognize how his actions affected everyone else on the team. How can the supervisor be helped to talk with his employee more effectively about being late as well as other areas in need of improvement?

• The supervisor needs coaching on how to have conversations that are supportive and not confrontational.
• The supervisor needs to be trained on how to talk to employees in order for the company to be protected against potential lawsuits.
• The supervisor needs to be coached on how to remove personality from the equation and focus on behaviors and outcomes that can be fixed.
• The supervisor needs to learn how to communicate more calmly and effectively but be ready to start disciplinary actions if the employee keeps being tardy.