Performance Strategies, Inc.

Selecting Top Talent

This is Part II of a two part newsletter.

There are reasons for poor performance. This and last month's
newsletters look at a combined total of seven common behavioral issues resulting in poor performance. We will also take a look at the reasons behind them, and offer some suggested solutions. Let's get started  on numbers four through seven.

4. In their mind, their way is best

Reasons:

• Need for change or doing it your way may not be apparent or understood
• Has done it their way a long time

Solutions:

• Explain reasons, benefits and how the change can work.

Although everyone benefits from explanations, this will be particularly necessary for the millennial generation of workers. And if you're open minded, the millennials may just have a better way!

• Involve employees in change

Involving the employee means having an open discussion. People typically don't change for the sake of change. However, if change involves a better way with their input, they’re more ready to make those changes. Dictatorial leadership is dead, or should be.

• Clarify

Be sure to clarify the importance of the project and how it fits in with the organization’s business goals.

5. No negative consequences

Reasons:

• Performance appraisals don’t match behavior, however, further raises are given
• Employees receive favorable assignments
• Employees are given as much if not more attention as other employees, but there is
   no change in performance

Solutions:

• Conduct HONEST performance appraisals and give raises accordingly

Depending on the circumstances, this may include small raises or none at all until
performance improves. Ensure that your managers have adequate training on how to
give performance appraisals. Appraisals should be a partnership between the employee, the manager, and the organization. Consistency is key here. Appraisals should be conducted regularly, fairly, and consistently.

• Establish limits and consequences

Employees should be aware of not only limits on tolerance for projects not completed but for salary increases as well. Let the employee know well in advance when the appraisal will be conducted.  Sufficient notice gives the manager and the employee time to prepare. Both the manager and the employee should follow through with any tasks and/or goals resulting from the appraisal.

• Expectations must be clear

Be sure that expectations have been clearly communicated, that they’re measurable, and the employee has the power to implement the expectations. Having expectation in writing will help solve any doubts for the employee about where he/she went wrong. Documentation is a must. If appraisals are conducted in this way, then if termination becomes the next step, no one is surprised

6. Obstacles exist in achieving performance standards

Reasons:

• Lack resources and/or know how
• Given responsibility but no authority
• Conflicting directions given
• Other departments not fulfilling their tasks or interferences exist

Solutions:

• Listen!

In addition to practicing active listening, give training or provide resources.
Consulting with a fellow manager might prove helpful. Look for ways to remove obstacles.

• Be clear about who is in charge

This is not a dictatorial stance. But rather success is accomplished through accepting the challenge of leadership, being accountable, and fair. Let others know their support is needed and expected. Projects can often be divided up in terms of authority.

• Clear up any miscommunications

Ensure that you have an effective communications system throughout your
Organization – and yes, your communication system needs to be communicated!

7. Don't want to perform a task. Don’t know why they should perform a task

Reasons:

• Previous efforts/accomplishments not recognized
• Do not understand importance of task
• Dissatisfied with job

Solutions:

• Give positive and timely feedback and recognition

This is not to say to ignore any situations that need to be addressed. The old saying,
"It's not WHAT you say, but HOW you say it" carries weight here. When giving feedback begin with a positive, address the item that needs correcting, and finish on a positive. Always give positive recognition at each and every opportunity. Praise in public -  discipline in private.

• Explain important benefits of doing a task. Address their concerns.

As a kid, you probably didn't like it when your parents told you to do something and you asked, “Why?” and they replied, "Because I'm the parent, that's why!" As an adult, I dare say you like it even less when a similar reply comes from another adult. Employees may have legitimate concerns about time, resources, or quality issues. Discussing these items opens the line for communication, new ideas and
their acceptance.

• Add additional challenges

Boredom is causing employees to be disengaged from their jobs and their organizations. Studies indicate that this is true for 55% of employees. Boredom can demoralize your entire organization. It blocks creativity, a main ingredient
in problem solving, it can create health issues due to stress and it can be downright
dangerous in terms of safety concerns. Job rotation, cross training and challenging
tasks help keep employees interested and focused.

Summary:  Plan and problem solve with employees. Involving employees in planning and problem solving helps ensure their buy-in. This, in turn, leads to increased productivity and project completion. If your efforts don’t produce results, establish limits.

Substandard performance is never acceptable. Provide coaching for employees and establish time frames for completion of projects or changes. Coaching provides on-going support, feedback, and a clear picture to both the manager and the employee of what is and isn't being accomplished. This helps alleviate any surprises particularly if a write up or termination is the ultimate solution.

Sometimes employees just become burned out or want a career change. The problem here is that we humans are lazy, afraid of change, and sometimes want to remain loyal. Clearly, in these circumstances the organization, your customers, and the employee will be much happier with a change.

How PSI, Inc. Can Lead Your Company Through Successful Change:

By now, you're probably figuring out that change isn't always as easy as it looks. But that shouldn't take away the fact that, despite the challenges, the right kinds of changes are always worth it. The secret, of course, is getting the right kind of help.

With more than twenty years real-world experience in change and productivity, PSI can work with you to begin the New Year on the right foot. We've helped some of America's top companies hire, train and develop their employees with an eye for getting more out of their human resources and the bottom line. Our success has been built on the four pillars of any continuous improvement plan:

PSI offers a variety of assessments, tools and processes to help individuals and organizations reach optimal success. With our experience in government, hospitality, manufacturing, medical, and education – not to mention dozens of other industries – you can be sure we can help you take your team to the next level.
•• Call us at 404.320.7834 or 1.800.906.7834 today for a no obligation consultation. If you're looking for an affordable yet effective way to reduce costs, improve productivity and increase profits, then we want to hear from you.

All rights reserved Diane Bogino. You are free to use material from the Performance
Strategies, Inc. newsletter in whole or in part, as long as you include complete
attribution, including live web site link. Please also notify me where the material will
appear. The attribution should read: "By Diane Bogino of Performance Strategies, Inc."

Please visit Diane's web site http://www.performstrat.com for additional resources for professional service businesses.
(Make sure the link is live if placed in an eZine or in a web site.)
Edited by Matthew Aaron: http://www.matthewaaron.com

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