Do you think one of your employees has a
performance problem? Better take action NOW. Start by determining
whether or not a problem really exists.
Sometimes managers accept poor performance for far too long, with
serious consequences for a team, department, or organization. If
you think that an employee has a performance problem, the first
step is to sit down and calmly assess the situation. Don’t rely
simply on your feelings.
The following information has been adapted from The Performance
Management Activity Pack Tools for Building Appraisal and Performance
Development Skills, by Terry Gillen (AMACOM 2001)
Ask yourself the following questions to determine whether or not
a performance problem exists:
- Staff member requires excessive supervision
- Staff member’s work requires unacceptable
or frequent correction or completion
- Manager avoids giving staff member certain
tasks because he cannot be relied on
- Staff member’s quantity or quality of
work creates bottlenecks
- When staff member is given a new task,
performance deteriorates unreasonably
- Staff member’s judgment, problem solving,
decision making, initiative, motivation, communication, etc.,
is below par
- Staff member unreasonably avoids unpleasant
tasks
- Staff member passes the buck does not
“ own” problems
- Staff member frequently misses deadlines
- Staff member avoids cooperation
- Staff member’s attendance, sickness,
or punctuality record is below par
- Staff member frequently takes extended
breaks
- Staff member is missing when certain
tasks need to be done
- Staff member avoids his/her fair share
of the workload
- Staff member’s standard of behavior toward
other people is below an acceptable level
- Staff member’s behavior causes conflict
- Staff member expresses negative opinions
in a manner or with a frequency that causes disruption
Before remedial action can be taken to improve an employee’s performance,
you must first identify the reasons for poor performance. For example:
- The staff member does not know what you
want him to achieve
- The staff member knows what you want
him to achieve but lacks the ability or aptitude to achieve it.
- The staff member knows what you want
him to achieve and has the ability to achieve it but lacks control
over significant factors affecting his performance.
- The staff member knows what you want
him to achieve and has the ability and control to achieve it,
but does not want to achieve it. This could be because:
- He does not understand why it is
important
- He holds views, values, or beliefs
contrary to those necessary for effective performance
- He is suffering from problems outside
work that he cannot help but “ bring to work.”
Tips to Keep in Mind:
- Listen to what the employee has to say.
Sometimes our perception of a situation can be incorrect. Maybe
the other person has a valid point.
- Meet privately with the employee. Don’t
embarrass him or her by discussing performance problems in front
of other members of the group.
- Use positive feedback. If the employee’s
behavior in any given area improves, remember to let him or her
know. Don’t focus solely on negative criticism.
For more information about The Performance Management Activity Pack,
and other AMACOM business titles, click
here.
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