Managing poor performance

1
Managing poor performance

• Manage People Performance

2
Signs of poor performance

• Absenteeism
• On the job absenteeism
• Reporting to work problems
• Difficulty in concentration
• Lowered job efficiency
• Poor relationships with people at work
• Failure to observe orgn regs, policies,
  procedures

3
Possible causes 85

• Poor training or experience
• Tools, equipment or materials
• Cumbersome procedures/ systems
• Unclear or unspecified standards
• Poor performance is as rewarding as good

• Lack of information
• Lack of time
• Poor job placement
• Performance standards not understood
• Poor team work or disharmony in the team

4
Possible causes 15

• Personal problems
• Acts of God
• Poor motivation or morale

5
Possible solutions

• Employee doesnt know what is expected
• Employee doesnt know to do what is expected
• Employee is out of practice
• Employee doesnt get feedback about level and
  actual quality

6
cont

• Expected performance is difficult or punishing
  and in some way less desirable
• Something in the work environment interferes with
  performance
• Performing below expectations is more rewarding
  or easier

7
Pathway to good performance

• What to - having clear , worthwhile targets
• How to- being competent
• Want to -being motivated
• Chance to-Being able to achieve

8
Giving feedback

• Give examples of the following types of feedback
• Positive
• Negative
• Constructive
• None at all

9
Giving feedback

• Keep it factual and non personal
• Describe the behaviour and its effects
  objectively
• Be considerate
• Make it actionable
• Keep away from hearsay
• Make it timely
• Offer it frequently

10
Whats good for the gooseis good for the gander

• When receiving feedback
• Dont argue listen
• Check you have understood
• Dont explain , defend, justify
• Thank the speaker for bringing it to your
  attention
• Take it on board
• Make any necessary changes

11
When dealing with unsatisfactory performance
consider

• awards
• regulations
• specific industrial relations legislation
• EEO and Anti discrimination
• Workers comp
• Workplace agreements/ employment contracts
• Requirement of systematic management of poor
  performance
• Failure to act makes things more complex and
  painful

12
Manage unsatisfactory performance

• to improve it
• terminate it (or regress, demote, formally
  reprimand, closer monitoring, reduce benefits)
•  

13
Failure to act

• Reduced productivity
• Reduced morale of staff and less respect for
  supervisor
• Safety issues
• Increased stress
• Waste of funds
• Staff soon learn that nothing happens and poor
  performance is the norm
• Still have to go through the motions when the
  issue becomes urgent
• Evidence of continual incidents of poor
  performance is undocumented
•  

14

• Look at fig 9.1 Tovey unsatisfactory performance
  management flow chart

15
10 steps to..

• developing a performance improvement plan.
• Note not all performance problems are the
  employees fault

16
Step1- identify the gaps and needs

• Performance gaps identified
• Areas for performance identified
• Expected benefits of imp performance
• Specific out come of improved performance
• Improvements required
• New challenges for the work unit

17
Step 2-specific causes and skills needed

• All evidence reviewed
• Specific causes idnetified
• New skills and knowledge identified
• New resources required

18
Step 3 Categorise the needs

• Development needs
• Non-development needs

19
Step 4 Linking specific needs to outputs

• Outputs linked to development needs
• Outputs linked to non-development needs

20
Step 5 prioritise needs

• Cost solution
• Development needs- greatest opportunity for
  improvement
• Non-Development needs- greatest opportunity for
  improvement

21
Step 6 select strategies

• Strategies for development needs (on and off the
  job)
• Strategies for non- development needs (
  discussion with other managers. Feedback
  required. Other actions)

22
Step 7 Identify resources required to meet needs

• Money
• Time
• People
• Materials and physical resources

23
Step 8- develop performance improvement plan

• Aim
• Development objectives
• Strategies
• Resources
• Responsibilities
• Action plans
• Monitoring progress

24
Step 9- implement the plan

• specific milestones
• expected completion dates diarised
• copies for staff member and manager
• immediate commencement

25
Step 10- monitoring

• Monitor in conjunction with performance
  objectives
• Design evidence collection process