Imagine this scenario. You are the Sales Manager of a small business. You have a meeting scheduled with your sales staff in two days to discuss the launching of a new product. Meanwhile, you are just sitting with your assistant to discuss how the plans are going for the meeting. Then, you learn the following:
Sales brochures have not been printed.
Nobody informed sales staff about the meeting.
Business Managers has not confirmed the pricing info.
And finally the presentation you have prepared is not ready to be presented.
As of today, she has not communicated any employee performance issues or general concerns about the meeting. In fact, there were similar problems with a new customer meeting a few weeks ago. At this instant, what should you do?
How to Do An Effective Employee Performance Improvement?
Does this scenario sound vaguely familiar? Most managers have been in the situation where an employee’s performance is not meeting their expectations. As a result the reaction is to avoid having a conversation. With the hope that the problem will resolve itself. However, many times this poor performance has to do with a miscommunication. Or, an employee not understanding the expectations of the job. This is where face-to-face interaction come in play. In this case its the most effective tool in counseling an employee to enhance job performance.
Here are some suggested steps to conducting an effective employee performance improvement conversation:
1) Appreciate their work
Start the conversation stating something the employee does well. So that this will help the employee be more open to hearing about where improvement is needed.
2) Describe the problem clearly and in a non-threatening way
Talk about the specific behavior and refrain from discussing personality traits. In other words, discuss what the person did and not who the person is. Always remain positive, by explaining that you will be an active partner in correcting the situation.
3) Ask for the employee’s help in solving the problem
Mutually discuss alternative solutions and mutually agree on actions to solve the problem. Try to use the employee’s solution where possible. When the employee’s ideas are part of the solution, he/she will be more committed to making it work.
4) Provide resources to help
In some instances, there’s an easy remedy to the situation. To help the employee become more efficient, possibly you need a better process/procedure. Alternatively, the employee may need some additional training or a class to develop a certain skill.
5) Set a specific action plan with follow up dates
Ask questions to make sure the employee understands what you expect. Then develop an action plan that specifies employee performance expectations and the date for completion. (E.g. They should complete the first draft of the PowerPoint presentation in one week.) You should ensure that there are checkpoints along the way. So that there’s an opportunity for changing course if necessary.
6) End on a positive note
It is important to communicate to the employee positively. For example, you can say you are confident he/she can solve the problem. And correspondingly make a positive contribution to the organization.
7) Follow up and recognize improvement
Remember to hold the follow up meeting when you initially specified. Recognize any improvement and continue to coach the person in sustaining this improvement. If improvement has not occurred, then move to the disciplinary process.
Keep on Learning and Improving
Although these steps cannot ensure improved employee performance, they are a start in the process. Improving employee performance can be a win-win for everyone. The employee wins by learning what is needed to enhance performance. Consequently changing behavior and becoming a more productive member of the organization.
The manager wins by counseling a person to achieve desired behavior thereby resulting in a more productive and satisfied employee. Lastly, the organization wins by retaining motivated employees who understand their role and the roles of others in contributing to the goals and culture of the organization.
Management 101 – Improving Employee Performance
Tags: Employee Performance, Management, Personal Development, Small Business, Work Issues
Imagine this scenario. You are the Sales Manager of a small business. You have a meeting scheduled with your sales staff in two days to discuss the launching of a new product. Meanwhile, you are just sitting with your assistant to discuss how the plans are going for the meeting. Then, you learn the following:
As of today, she has not communicated any employee performance issues or general concerns about the meeting. In fact, there were similar problems with a new customer meeting a few weeks ago. At this instant, what should you do?
How to Do An Effective Employee Performance Improvement?
Does this scenario sound vaguely familiar? Most managers have been in the situation where an employee’s performance is not meeting their expectations. As a result the reaction is to avoid having a conversation. With the hope that the problem will resolve itself. However, many times this poor performance has to do with a miscommunication. Or, an employee not understanding the expectations of the job. This is where face-to-face interaction come in play. In this case its the most effective tool in counseling an employee to enhance job performance.
Here are some suggested steps to conducting an effective employee performance improvement conversation:
1) Appreciate their work
Start the conversation stating something the employee does well. So that this will help the employee be more open to hearing about where improvement is needed.
2) Describe the problem clearly and in a non-threatening way
Talk about the specific behavior and refrain from discussing personality traits. In other words, discuss what the person did and not who the person is. Always remain positive, by explaining that you will be an active partner in correcting the situation.
3) Ask for the employee’s help in solving the problem
Mutually discuss alternative solutions and mutually agree on actions to solve the problem. Try to use the employee’s solution where possible. When the employee’s ideas are part of the solution, he/she will be more committed to making it work.
4) Provide resources to help
In some instances, there’s an easy remedy to the situation. To help the employee become more efficient, possibly you need a better process/procedure. Alternatively, the employee may need some additional training or a class to develop a certain skill.
5) Set a specific action plan with follow up dates
Ask questions to make sure the employee understands what you expect. Then develop an action plan that specifies employee performance expectations and the date for completion. (E.g. They should complete the first draft of the PowerPoint presentation in one week.) You should ensure that there are checkpoints along the way. So that there’s an opportunity for changing course if necessary.
6) End on a positive note
It is important to communicate to the employee positively. For example, you can say you are confident he/she can solve the problem. And correspondingly make a positive contribution to the organization.
7) Follow up and recognize improvement
Remember to hold the follow up meeting when you initially specified. Recognize any improvement and continue to coach the person in sustaining this improvement. If improvement has not occurred, then move to the disciplinary process.
Keep on Learning and Improving
Although these steps cannot ensure improved employee performance, they are a start in the process. Improving employee performance can be a win-win for everyone. The employee wins by learning what is needed to enhance performance. Consequently changing behavior and becoming a more productive member of the organization.
The manager wins by counseling a person to achieve desired behavior thereby resulting in a more productive and satisfied employee. Lastly, the organization wins by retaining motivated employees who understand their role and the roles of others in contributing to the goals and culture of the organization.