What must both the manager and employee agree upon during joint problem solving?

In the context of joint problem solving, it is crucial for both the manager and the employee to agree upon specific actions. This agreement helps to clarify what needs to be done to address the identified issues and ensures that both parties are on the same page regarding the steps to resolve the problem. Specific actions provide a tangible direction for both the manager and the employee, creating accountability and a clear pathway for implementation.

When they outline specific actions, it allows for measurable outcomes and facilitates follow-up to assess progress. This clarity minimizes ambiguity, which can often lead to misunderstandings or lack of follow-through on either side.

While general ideas for improvement, performance-based incentives, and feedback mechanisms are important elements in the management and development of an employee, they do not carry the same immediacy and applicability as specific actions in the context of a problem-solving scenario. Specific actions directly relate to execution and operational effectiveness, making them critical for successful joint problem solving.