why can’t managers manage poor performance 2
TRANSCRIPT
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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