Performance Fix
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Posted by Joni Rose Apr 11, 2006 |
I find that training is commonly used as an automatic quick fix for behavioral issues. This is an example of leadership laziness. For example, a new technology is introduced and all of a sudden productivity drops substantially, customers are complaining and employees are disgruntled. What is management's response? Send in the trainers!
The problem with this slap-happy approach is that is may not be a skill-based problem that training can fix. Training corrects a skill deficiency. It will only correct a motivational issue if all of the employees that are receiving training value learning and are motivated by opportunities to learn. If they are unmotivated because the new technology decreases their independence, changes their job role, creates anxiety over potential job loss or challenges some other need, then all the training in the world will not correct the situation!
It would be wonderful if more managers listened carefully to what employees are saying when they are asked for the reasons behind performance problems. Often employees will be very up front about their motivational issues and fears. They may have terrific solutions to suggest. Training is not always what is needed or wanted and it is a waste of money if other solutions are a better option.
To be effective when managing the performance issues in your team, leaders need to understand the drivers behind a performance problem and then how to prepare for and have a coaching conversation with the employee to resolve the issue.
In a series of articles on performance management we'll look at ways to determine the root cause of unwanted behaviors and ways to encourage positive behaviors. We'll also explore how to prepare and have a coaching conversation and ways to keep performance management an ongoing process.
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