What should a manager do when a performer has difficulty recognizing when to take action on a specific task?

What should a manager do when a performer has difficulty recognizing when to take action on a specific task?

• A. Delay action
• B. Remove the task
• C. Amplify the input
• D. Punish poor performance

Answer: (C)

When someone has trouble recognizing when to act, the manager should amplify input by giving more frequent feedback and clearer cues that signal when action is needed. Increasing the amount and clarity of information helps the performer notice triggers, thresholds, or deadlines and act at the right moment. Practical ways include specifying when a task requires action, using real-time prompts or dashboards, and providing timely reminders that connect signals to the expected response. This approach builds the performer’s awareness and helps them learn to act promptly, promoting growth and autonomy over time. Delaying action, removing the task, or punishing poor performance doesn’t teach when to act and can hinder development or motivation.

When someone has trouble recognizing when to act, the manager should amplify input by giving more frequent feedback and clearer cues that signal when action is needed. Increasing the amount and clarity of information helps the performer notice triggers, thresholds, or deadlines and act at the right moment. Practical ways include specifying when a task requires action, using real-time prompts or dashboards, and providing timely reminders that connect signals to the expected response. This approach builds the performer’s awareness and helps them learn to act promptly, promoting growth and autonomy over time. Delaying action, removing the task, or punishing poor performance doesn’t teach when to act and can hinder development or motivation.