Before You Correct a Chronic Performance Problem – Use the Checklist
Many leaders have difficulty managing a team member’s performance that is not up to standard. Discussing a performance problem responsibly and in a timely manner is an important part of your role as a leader. If you let a performance problem go unattended, you run the risk of not meeting your team goals and allowing a chronic problem to grow into a major one. Letting the problem fester usually leads to motivational problems that can infect the whole team. As John Maxwell’s Law of the Bad Apple says, “Rotten attitudes ruin a team.”Have you though ever found that when you “jump on” an employee too quickly over a performance problem? You probably did so out of frustration causing you not to seek adequate information to analyze the causes? Many times we may come with preconceived judgments of blame when confronting the employee causing even more relational problems and poor buy in by the employee to correct the situation.When preparing for a correcting performance problem discussion, remember these golden rules:First RuleGive the employee or team benefit of the doubt. Assume good intent.Second RuleAlways assume there is information about the performance problem that you have yet to discover. Ask questions.Third RuleLosing your cool never works.Fourth RuleDo not blame but to focus on the problem, behavior or situation rather than get personal. This may also include controlling your body language.Fifth RuleUse the pre-discussion checklist to help you prepare for a win- win discussion to solve the performance problem in a way that motivates. Let’s review the simple yet effective checklist below.
Preparing for Performance Problem Discussion Checklist
Name of Employee:Date:Is employee’s understanding of the task the same as yours? Y or NDoes employee understand why the performance is important? Y or NDoes employee know the consequences of nonperformance? Y or NCan employee do the task? Y or NDoes employee get regular feedback on performance? Y or NAre consequences of good performance non-punishing? Y or NDoes employee have adequate resources and tools? Y or NAre employee’s work needs being met? Y or NAre there personal situations outside work affecting performance Y or N(The Checklist is adapted from Xerox Learning Systems DPP program)
If you, as the leader, cannot honestly answer “yes” to each and all of these questions, then prepare for your performance problem discussion with an attitude of wanting more information before moving too quickly to being Mr. Fix It, or Ms. Blame Others, or Mr. Volcano. Prepare well first using the rules and checklist and you will find solving performance problems is quicker and with motivated buy-in to bring the employee up to standard.If you would like to download a copy of the Preparing for Performance Problem Checklist, click here.Be a Performance Leader that is respected for being a motivating problem solver!
