Blog Post: Performance Challenges - Real Problem or Pet Peeve?

Have you ever supervised an employee who has a performance problem?  All managers eventually find themselves challenged with an employee whose performance doesn't cut it.  Identifying the issue is easy. Productively addressing the issue with the employee is the hard part. Here are a few questions to ask yourself before you begin to address an employee’s “performance problem”:

1. What is the unacceptable behavior that is not meeting your standards? You should be able to answer this question in behavioral terms. If it is an “attitude” or a feeling you have, stop right there! You must be able to give specific, behavioral examples so the employee knows clearly what they should stop or start doing. 
2. What do you want the employee to do differently? If they are not doing something the way you expect them to do it, what do you prefer they do? If you can’t state your expectations clearly, in behavioral terms, how can you expect the employee to be able to meet those expectations? 
3. How will solving the problem or changing the behavior improve productivity, safety, confidentiality, or adherence to policy? If there is not a compelling reason for the employee to change their ways, why should they change? We all need to know the “why” behind any change that affects us. If you can’t give a reason why the employee should behave differently, then you probably shouldn’t be bringing up the issue.

When addressing a performance issue with an employee, the problem or issue must be clearly defined and relevant to the job. In other words, it should not just be your pet peeve. Before talking with an employee about a performance problem, make sure you have considered the impact your discussion will have on the employee and on their overall performance.  

I'd love to hear from you!  What are your employee performance challenges?  What strategies have you found that help you address these issues? Reply to this blog, send me an email, or visit me online at www.managementeducationgroup.com.