Why Can’t Managers Manage Poor Performance?

Presented by

Marion Stone

The answer is …

1. They don’t see why they should (importance)

2. They don’t know what is causing the poor performance

3. They don’t know how to address it

4. They don’t have time

1. They don’t see why they should

It is difficult giving bad news (particularly when you don’t know how)

The lack of appreciation of the impact of one poor performer on the organisation

The role of the manager

“Select a person, set expectations, motivate the person and develop the person.”

Marcus Buckingham

What happens if you don’t manage performance?

No clear objectives and direction No feedback to get people back on track Low levels of training & dev (because it

wasn’t identified in the first place) No objective link between effort and

reward Low morale

What to do?

Clarify what you expect of your managers Measure them on how well they manage their

team and the performance of their team Educate them on the consequences for the

business if poor performance is not addressed (Think lost sales, high waste, customer complaints)

2. They don’t know what is causing the poor performance

“Most people spend more time and energy going around problems than in trying to solve them.”

Henry Ford

What exactly is performance?

Performance takes into account - The quality of the work produced (attention to

detail) The approach to work (behaviours) Work habits (e.g. lateness, gossiping) Deadlines and targets achieved

So why don’t people perform?

Can’t

Won’t

Can’t and Won’t explored…

Can’t

Lack of clarityLack of clarity Don’t have the skillDon’t have the skill Don’t have the right toolsDon’t have the right tools The environment is not

right (systems, processes, culture)

Personal issues

Won’t

I can not be bothered

REASONS?

Bored & dislike job/ Bored & dislike job/ managermanager or

‘I just can’t be bothered’

What to do?

Have a simple appraisal process that helps you to set expectations, review progress, provide an annual review and link effort to reward.

3. They don’t know how to

Quite simply we avoid doing what we do not know how to do!

Think tax returns, cooking a gourmet meal, fixing that gutter etc

Technical Expert vs. Manager

Manager skills now include – Setting objectives and directionSetting objectives and direction Reviewing performanceReviewing performance Recruiting Coaching/ trainingCoaching/ training MotivateMotivate Industrial relations Partner and influence

No wonder managers struggle!

What to do?

Have a system Train your managers

4. They don’t have time

Quite simply we don’t find time for those things that we do not know how to do!

Did you find time to watch you favourite TV programme in the last week?

What to do?

Clarify what you expect of your managers Measure them on how well they manage their

team and the performance of their team

Food for thought

“Of all the things I've done, the most vital is coordinating the people who work with me and aiming their views at a certain goal.”

Walt Disney

What next?

Leave me your business card and I will send you the slides & a detailed report entitled ‘Six steps to effective performance management’

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