Helping managers handle poor performance - top tips from 3C Performance Management
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Transcript of Helping managers handle poor performance - top tips from 3C Performance Management
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Helping Managers Deal with Poor Performance
Some key considerations for managers…
Hedda Bird, 3C Founder Director
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Which of these are really examples of poor performance?
…and which are just part of life’s ups and downs?
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
It is not
FAILURE – where good effort has been made
ONE-OFF mistake
SHORT TERM impact of PERSONAL PROBLEMS
It might be
• Consistently not fulfilling role
• Not delivering results• Not following instructions• Shoddy, poorly thought out
work• Very slow working• Bullying or other bad
behaviour
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Recognise factors that affect performance
Key factors known for a long time…
Performance is impacted by:
1. motivation & engagement - ownership
2. quality of goal setting
3. management capability and culture
4. capability & knowledge – right role
5. underlying behaviours (‘personality’)
LOW PERFORMANCE may be triggered by weakness in any one of these areas
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Identify what the potential causes might be?
Possible employee weaknesses
• Lack of skill• Poor time management• Not clear about priorities• Personal problems affecting work• Dis-affection with organisation• Attitudes ‘don’t see why I should’• ‘Not my job’• Don’t believe it makes any
difference anyway• Know they can get away with it• Lazy • Copying others…
Manager failings
• Not holding people to account• Not setting priorities• Ignoring poor performance• Not knowing ‘what good looks like’• Personal friend of the individual• Too anxious • Scared of the individual• Worried that intervention will make
things worse
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
What will happen if poor performance is not managed?
Poor goal setting means people rarelydeliver the maximum they arecapable of
Allowing poor performance to gounchecked DEMOTIVATES everyoneelse, especially the highestperformers
‘Last straw’ removal of poorperformers can be very expensive
Tolerating poor performance createsa culture of ‘minimal performance isOK’
Failure to give clear career paths and
indications of opportunity frequently
drives best performers to competitors
Failure to give feedback gives some
people the impression they are better
than they really are, creating
mis-match of expectations
Weak systems that fail to support
effective performance reviews and
their follow-up, risk losing making a
bad situation worse
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Have you thought about how HR can help?
Try to establish if the manager has a real skill gap first…
• Not giving difficult feedback
• Not setting clear expectations
• Not holding to account
Make a clear list of what is wrong – where is performance failing?
Coach the manager to identify what small steps would make a difference
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Consider your approach…
S1: Person is capable, needs to be held accountable. Often good for behavioural problems.
S2: If Person needs huge amount of help may be out of depth, in wrong role
S3: Plenty of constructive feedback + training
S4: Clear feedback and guidance – tends to be about bringing someone back on track
Think about which approach is needed…
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Think about adapting your approach…
Less education, little autonomy
More detail
More instruction
Frequent check-in
Repeated checking for understanding
Focus on Outcome
Determine solutions for self
Required to think
Challenge assumptions
Often longer timescales
Highly educated, autonomous
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
How training can help (or hinder)…
A lot of ‘how to handle poor performance’ training fails to work because it:
a) focuses on PROCESS
b) increases ANXIETY about employee grievance
c) ignores Manager’s FEELINGS
d) ignores Manager’s potential as ‘part of the problem’
Effective Training
1) creates WILL to deal with poor performance
2) Drives RECOGNITION of how they may have contributed to the problem
3) Gives structure, confidence and PRACTICE at difficult conversations
4) Outlines a coherent process including appropriate legislative advice
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
Where would high performers rather work?
High Performing
Accountable
Goal driven
Strategy fully understood at front line
Performance conversations ‘the norm’
Consequences for high & low performance
Behaviours & values embedded in daily activity
Open communications
Honest conversations
Effective Talent Management
Under Performing
Lack of accountability
Poorly defined goals
Goals quickly out of date or irrelevant
Lack of feedback
Performance conversations rare
Bullying behaviours / Consensus cultures
Performance ratings not reflecting business performance
Limited definition of talent, weak promotion criteria
Copyright 3C Associates Ltd | [email protected] | T: +44 (0) 1491 411 544
To discuss any of these key considerations in more detail, contact 3C on 01491 411 544 or by email – [email protected]
We believe that putting managers at the heart of Performance Management is key to making Performance Management work and driving business forward.
Managers set the measures, make the assessments, deliver the messages and give feedback, coaching and support. Put simply, businesses cannot run without effective managers, and Performance Management cannot work without managers at the centre of the organisation. Our energising and refreshing approach combines our expertise in the areas of:
• specialist consultancy and guidance (e.g. communications, competency frameworks, Goal Bank™ and measurement)
• practical, business-focused performance management training (design and delivery) • company-wide programmes to drive ownership and responsibility for performance to all
employees