If someone’s performance is not reaching expectations, don’t wait until appraisal time rolls around before addressing the problem. Deal with it quickly, before it deteriorates even further or becomes a hard-to-break habit, and before your temper frays and your comments are motivated by anger than helpfulness.
Research shows that 85% of the time, poor performance is outside the employee’s control. Often what looks like a poor performance problem is not really one at all. Less than 15% of cases of poor performance result from employees having a pressing personal or motivational problem that is stopping their ability to willingness to do their job well.
Possible causes of poor performance
Poor Performance – 85% of the time
• Poor or insufficient training or experience
• Faulty tools, equip or materials
• Cumbersome procedures and systems
• Unclear or unspecified performance standards
• Performance standard not understood or seen as unimportant
• Poor performance is as rewarding as good performance
• Lack of information
• Poor job placement
• Poor teamwork or disharmony in the team
Poor Performance – 15% of the time
• Leader not setting a good example • Personal problems
• Acts of God
Here’s how to build performance …….
• Stick to behavior (what the employee says or does) or a measure of success not met. Make sure it’s an issue they can do something about.
• Be balanced: give both positive and constructive feedback
• Be a coach, not a critic
• Don’t attack the person, just their performance. You can’t make someone do better by making them feel bad
• Say ‘I’ more than ‘you’ to avoid sounding patronizing or pushy
• Follow your formula for giving feedback
• Keep the focus on improving performance.
I hope you have found this article interesting and helpful
Lee Stemm – High Performance Coaching and Training
Leadership and performance coach and trainer
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