Performance Management (How to get your employees to do what they need to do, and why they don’t just do it to start with)

Overview Purpose of performance management Problems with the general concept 2 types of problem performers 16 reasons for poor performance Roles of the manager/supervisor in performance managing Corrective Action process

Purpose of performance management

Problems with the general concept

2 types of problem performers

16 reasons for poor performance

Roles of the manager/supervisor in performance managing

Corrective Action process

Purpose Managers must do specific things at specific times to influence performance outcomes Work planning Follow up To maintain performance To improve performance

Managers must do specific things at specific times to influence performance outcomes

Work planning

Follow up

To maintain performance

To improve performance

Problems with concept Negative connotation What do you think of? Detective snooping around? Digging up dirt on an employee? Tattle-telling? He said – she said conversations? New phrase to consider; Preventive Management – like preventative maintenance- keeps things running right by denying people the opportunity to fail

Negative connotation

What do you think of? Detective snooping around? Digging up dirt on an employee? Tattle-telling? He said – she said conversations?

New phrase to consider;

Preventive Management – like preventative maintenance- keeps things running right by denying people the opportunity to fail

2 types of problem performers Deadbeat employee Misses work (sick, time off, late) Does just enough to stay employed Actively and openly critical of company Always unhappy with policy or company direction Complain, gossip, criticize Impacts workplace negatively, constantly, insiduously and their attitude ‘snowballs’

Deadbeat employee

Misses work (sick, time off, late)

Does just enough to stay employed

Actively and openly critical of company

Always unhappy with policy or company direction

Complain, gossip, criticize

Impacts workplace negatively, constantly, insiduously and their attitude ‘snowballs’

The Deadbeat Figure out what went wrong Do something about it Last resort; Move on to next employment opportunity

Figure out what went wrong

Do something about it

Last resort;

Move on to next employment opportunity

2 types of problem performers Someone not meeting expectations Miss deadlines Procrastinate No initiative Defensive to coaching Underperforming capabilities Not fully engaged

Someone not meeting expectations

Miss deadlines

Procrastinate

No initiative

Defensive to coaching

Underperforming capabilities

Not fully engaged

16 reasons for poor performance They don’t know why they should do it They don’t know how to do it They don’t know what they are supposed to do They think your way will not work They think their way is better They think something else is more important

They don’t know why they should do it

They don’t know how to do it

They don’t know what they are supposed to do

They think your way will not work

They think their way is better

They think something else is more important

16 reasons for poor performance There is no positive consequence They think they are doing it They are rewarded for not doing it They are punished for doing what they are supposed to do They anticipate a negative consequence There is no negative consequence for performing poorly

There is no positive consequence

They think they are doing it

They are rewarded for not doing it

They are punished for doing what they are supposed to do

They anticipate a negative consequence

There is no negative consequence for performing poorly

16 reasons for poor performance Obstacles beyond their control Their personal limits prevent them from performing Personal problems No one could do it

Obstacles beyond their control

Their personal limits prevent them from performing

Personal problems

No one could do it

It’s up to YOU Set performance expectations Clear, Concise, Comprehensible, Correct Collect data to measure performance Facts, reports, documented, objective Compare results and expectations Honestly, equally Corrective action if needed

Set performance expectations

Clear, Concise, Comprehensible, Correct

Collect data to measure performance

Facts, reports, documented, objective

Compare results and expectations

Honestly, equally

Corrective action if needed

Corrective Action Step 1; Verbal Step 2; Written Step 3; Final Termination

Corrective Action Not easy Employees expect you to fix the problem Employees should know before they receive corrective action that they are underperforming Next up, Difficult Conversations

Not easy

Employees expect you to fix the problem

Employees should know before they receive corrective action that they are underperforming

Next up, Difficult Conversations