So just how should you go about dealing with ineffective performance from your staff? Before meeting to discuss a performance problem with an employee, it’s important to prepare for the coaching session. Define the problem.To determine the gap between desired and actual performance, write a brief description of your expectations as well as the performance you have observed.Assess the impact. What is the “cost” of allowing the problem to continue unchanged? Consider such factors as production time, raw materials and other resources, staffing, customer satisfaction, employee morale, and management time. Determine possible causes. When an employee is not meeting expectations, it is frequently due to one of the four reasons listed below:
- Unclear expectations: Is this a new assignment? Have the expectations been clearly explained to the employee? Have there been changes in procedures or policies?
- Lack of skill or ability: Does the task require new skills or abilities? Has the employee received training in required work processes and technical, interpersonal, and business skills? Have there been changes in the work, methods, or environment that would impact the employee’s ability to perform the task? Is there adequate feedback during performance?
- Presence of obstacles: Does the employee have access to required tools and resources? Have there been changes in equipment, suppliers, physical plants, staff, or organizational structure that would impact the employee’s ability to complete the task? Have there been changes in the employee’s personal life that might impact work performance?
- Lack of motivation: Is poor performance being rewarded in some way? Has good performance not been recognized in the past? Has there been a change in the work environment that may have impacted job satisfaction or employee morale?
Identify possible solutions. Before meeting with the employee, identify potential solutions to the problem in advance.In our next newsletter we will talk about how you should discuss the problem with the employee.
Posted in Staff Performance
