An employee is struggling with state-mandated changes in handling child support payments. What style of manager is most likely to be effective in handling the employee's performance gap?

Choosing a management style that incorporates a high focus on both tasks and relationships can be particularly effective when addressing performance gaps, especially in sensitive situations like navigating state-mandated changes in child support payments. This style demonstrates a manager's commitment to not only ensuring that the task at hand is completed effectively, but also emphasizes the importance of maintaining a supportive and understanding relationship with the employee.

In this scenario, a high task approach aligns with the need for the employee to understand the regulatory requirements and processes involved in handling child support payments accurately. The manager can provide clear guidance, set expectations, and offer the necessary resources to help the employee succeed.

Simultaneously, a high relationship component is essential in this context as the emotional and personal nature of child support issues requires sensitivity and empathy. The manager can provide encouragement, emotional support, and create an open environment where the employee feels comfortable discussing challenges and seeking help. This balanced approach can foster trust and motivation, allowing the employee to develop their skills and bridge the performance gap effectively.

In contrast, styles that have a low relationship aspect may lack the necessary emotional support, which is crucial in this situation, while a high task, low relationship strategy might focus too much on results without adequately addressing the personal challenges the employee faces.