Direct, timely feedback is always the best approach with employees. Asking for feedback on how to avoid mistakes in the future makes him/her feel invested in the solution.

A leader has a strategic vision. They motivate and encourage a team to reach and exceed goals. A manager focuses on transactional activities. They schedule, organize, plan, and compile resources.

In the ADDIE method of training design and evaluation, the design stage comes after the analysis stage (analyze, design, develop, implement, evaluate). Designing prior to developing (B) is important in this scenario because without knowing how many sessions the training will include, the length of each session, and the capabilities of the virtual platform, the development stage lacks the context for the depth and breadth of topics to be covered. Evaluating the results of the first training (C) occur as part of the analysis portion that has already been conducted; formal training evaluations will be held again after the next training sessions.

* Project-Based Needs: A contract worker is ideal for a project-based need such as designing and creating a marketing campaign for a new software product. They bring specific expertise and can focus entirely on the project until completion.
* Specialized Skills: Contract workers often have specialized skills that may not be available within the current workforce. This is crucial for a marketing campaign that requires specific marketing, design, or technology skills.
* Flexibility and Cost-Effectiveness: Hiring a contract worker provides flexibility and can be more cost-effective than hiring a full-time employee, as it eliminates the need for long-term employment costs such as benefits and taxes.
* Timely Delivery: Since the project has a clear timeline (three months), a contract worker can be engaged specifically for this period, ensuring that the work is completed on time without ongoing employment obligations.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on contingent workforce management

One common reason an employee might express resistance to change is that he fears new and unfamiliar processes that are outside of his comfort zone. This is called the fear of the unknown.