Evolve? Train? Motivate? Recruit Out?

Is your team willing and able?

When it comes to employee performance, leaders make the mistake of tolerating poor behaviour from an employee and then reacting by putting them on a performance management plan. They often don’t deal with performance issues when they arise. It’s clear that leaders don't want to have the hard conversations and are too difficult or it may seem like a waste of time.

The consequences of team members being put on performance management is that oftentimes, they don’t even understand why or they feel stressed, anxious or harassed and it creates confusion for the employee, therefore making their performance even worse. What happens is that it compounds stress and accelerates the problems and everyone is working under fear or worry. Not to mention their teammates being confused and losing faith in the leadership as well. 

“Performance management is like rubbing a dog's nose in a poop it did last week. It just doesn’t understand.” - a Clarism

Instead, They should shift to performance leadership. We need to learn how to build people up and see what's happening in the present and future view. Leaders need to deal with issues as they arise. When they deal with the little things then the big things don't happen. The best way is by addressing the drivers of the behaviors.

Example…There is no point in me coaching Tiger Woods on a hit that he made 3 months ago…

So we ask the questions:

Is it a willingness problem?

Is it an able problem?

Or is it both?

Have I set this person up for success and they’re failing? (that's on them.)

Or, have I set them up for failure and they’re failing? (That's on me.)

The results are that it is the fastest way to get your employees on the route to success. 

Honestly...

"You can’t boss someone into greatness." - a Clarism

If we want to coach people, we have to care. You have to care enough to have the tough conversations and to help them get back on track. 

So next time, when things happen, ask questions instead of assuming. You can address the thinking behind the behaviour, retain your team, and have them excited to come to work.

Dave Clare, CEO & Founder - Circle Leadership

 

WEEKLY CLARISM

Please see above...you get the point.