How do you define employee problems? Before trying to fix employee problems it's important to identify the root cause. In this video, discover the five reasons why performance problems exist.
- Have you ever had car problems and you take it to a mechanic and you try to explain what exactly is wrong, and the mechanic gives you a look of total confusion? That's how it is with employee performance problems. When I'm coaching managers, the word problem is used to describe a variety of experiences, and many times I'm thinking: Is that really a problem? For sure, employee performance problems can be handled more effectively if there's a uniform understanding or definition. So, here's some guiding questions to help you get to that uniform understanding.
Are they working in a way that is positive and constructive for all relevant parties? Are they getting the results expected, as has been communicated to them and as they understand them? Are they following the required procedures and processes? Many studies show that the most common employee performance problem is related to number one, working in a positive and constructive way. For example, early in my career, I worked in a sales team which had a star producer.
I have to say, she was incredible. However, the way in which she interacted with the team consistently was negative and disruptive. Even though it was a tough decision, eventually management let her go. We were all surprised and relieved. They determined her contribution and production was not worth the effect of her disruption. Here's an important insight. A good number of performance problems are behavior issues, not necessarily skill issues.
Now I understand that from company to company there will be variations on how performance issues are defined. However, you'll find this base criteria in just about every organization.
- Recognize the effects of four kinds of leadership weaknesses.
- Determine which questions would be most appropriate to include in an employee assessment framework.
- Identify the acronym used to guide coaching conversations.
- Recognize when to adopt the “people fire themselves” philosophy.
- Explain the benefits of clear boundaries or guidelines for a team’s behavior.