Managers in many organizations find managing the performance of their subordinates a challenge. "Performance management" remains one of the most debated, criticized, and controversial topics in management. In many cases, managers are making serious errors by misdiagnosing the problem and, as a result, and not solving it.
Related:Hiring Problem: The Lack Of Specificity In The Hiring Process
One simple way of improving diagnosis -- and identifying better solutions -- is to focus on the employee's attitude (motivation?) and knowledge of the job. It’s based on two simple questions:
Does the employee know how to do the job?
Does the employee want to do the job well?
And interesting bonus to this simple approach is that it clearly points out the inaccurate logic of many situations where management incorrectly blames the employee for management errors.
So, what happens when, clearly, performance is not meeting expectations?
1. Employee has the knowledge and the desire.
If an employee possesses both a positive attitude and has demonstrated the knowledge to achieve the job expectations, the employee's failure to perform is guaranteed to be something outside their control. Peak performance does not occur without adequate resources, including time.
It could also be a factor of an organizational culture that inhibits the performance of the best individuals. Organizational culture has the power to make the performance of average individuals superior -- and destroy the performance of the best. One of management’s major failures is to blame an employee in this situation – which doesn’t solve the problem and often leads to losing a good employee. Top performers do not stay with companies that consistently offer unrealistic expectations, poor resources, and an ineffective culture.
2. Employee has the knowledge, but is lacking the desire.
If it's clear the employee knows how to do the job but it's the attitude that is in the way -- then this is clearly the "motivational" problem that managers too often try to place on other root causes. Telling an employee who isn't given the proper resources to do a job to "try harder" won't work -- and it probably won't work for an employee with a "motivation" problem.
But it does require adjusting the rewards (i.e., lack of recognition, praise, or feedback), or the consequences. One of the biggest mistakes managers make in this situation is the “it will get better” argument for not acting right away. This is a case where action should be taken decisively – and immediately.
3. Employee does NOT have the knowledge, but has the desire.
If an employee possesses a positive attitude toward the job, but doesn't have the knowledge, it represents a management/organizational failure -- unless for some reason you've hired an employee knowing that they don't know how to do parts or all of the job. Training is critical here and it's important to note that this means effective training, enough training, and time for the employee to practice, practice, practice. Superstars are not created with inadequate, poorly delivered, or rushed training.
4. Employee has neither the knowledge nor the desire.
It continually fascinates me how many times I've listened to stories of employees' performance that is clearly significantly below expectations -- and the employee is described as clearly not having the skills to do the job and clearly demonstrates an attitude that doesn't fit the job or the organization. But even more fascinating is the frequency with which this problem is blamed on the employee.
This is not an employee problem -- it's an organizational/management problem. The problem is with the organization's selection system. Why was this employee hired in the first place? Why was this employee placed in this particular position? Maybe (rarely?) a transfer is a solution. More likely, it's time for the employee to be terminated. "Let's send the employee to training!" Extremely unlikely to be an effective solution.
It's important to repeat: The problem here is almost guaranteed to be with the selection process. It's time to re-think the hiring process, review everything happening in HR and with hiring managers, and develop a hiring and interview process that is focused on hiring the best performers.
Peak Performance – A Challenge
Managing for peak performance is never going to be easy. And the simple approach here will not apply to the complexity of many situations. At the same time, too many managers ignore the basics of this analysis with inaction and ineffectiveness as a result. These are first steps that will work for many situations.
Jim Schreier is a management consultant with a focus on management, leadership, including performance-based hiring and interviewing skills. Visit his website at www.farcliffs.com.
Disclosure: This post is sponsored by a CAREEREALISM-approved expert. You can learn more about expert posts here.Photo Credit: Shutterstock
Is your job search turning into a grind with no end in sight? It may be time to take a step back and reevaluate your entire approach.
In cold weather climates, the beginning of spring is a time to clean the house and get organized—a practice known as spring cleaning. Through the years, spring cleaning has taken on a larger meaning with people using the time to organize and declutter things in their lives.
For professionals on the job hunt, a little spring cleaning (metaphorically speaking) could be a great way to reinvigorate your job search. Here are a few strategies your job search spring cleaning should include.
Reevaluate Your Job Search Approach
Bigstock
Make a list of the last handful of jobs you applied for and see if you can identify any positive or negative trends. Consider things like:
How did I learn about this job?
How did I apply for the job?
Did I earn an interview?
What was the ultimate result?
A lot can be learned about your job search approach just by answering these questions and identifying patterns. For example:
Negative Trends
You discovered five jobs through job boards, applied to all of them via the job boards, and never heard back from any of them.
The common pattern here is applying through job boards. This isn't to say that job boards don't serve a purpose in the job search process, but they have their limitations, and you can't run your job search entirely off of them. When you apply through a job board, there's a good chance that your materials will never get past the applicant tracking system (ATS) and never be seen by an actual person.
One simple fix is to research who the hiring manager or recruiter is that posted the position and email your materials to them directly.
The more efficient fix would be to take a proactive approach by putting together a bucket list of companies that you want to work for and start making connections on LinkedIn with people who work at those companies. You may already know some people who work there or have connections that can refer you to some individuals.
This is a great way to network your way onto a company's radar.
Positive Trends
You applied to three jobs via referral, were invited to two job interviews, and made it through multiple rounds of interviews for one of the jobs before being passed over for someone with a little more experience.
The pattern here is that getting referred to a job by a professional acquaintance is a great way to land a job interview. This indicates that you're leveraging your network well and you should continue to focus on your networking efforts.
The next step is to review the interview process and determine what went well and what needs to be improved. Sometimes the interviewer will provide feedback, and that feedback can be valuable. However, not everyone is comfortable with giving feedback.
Chances are you probably have a good idea about areas of improvement and the skills you need to gain. Put together a plan for addressing those shortfalls.
The good news in making it deep into any interview process is that it indicates that the company likes you as a potential employee (even if the timing just wasn't right) and the experience could be a roadmap to a job with that company at a later date, or another similar opportunity elsewhere.
Give Your Resume & Cover Letter Some Much-Needed Attention
Bigstock
Are you continuously sending similar resumes and cover letters to each job opening with only minor adjustments? If so, your strategy needs some serious spring cleaning.
The reason why it's so important to tailor your resume is that throughout your career, you acquire numerous skills, but the job you're applying for may only be focusing on 6-8 of those skills. In that case, those skills must rise to the top of the resume with quantifiable examples of how you successfully used those skills at previous jobs.
Remember, recruiters go through hundreds of resumes. They need to be able to tell from a quick glance whether or not you're a potential candidate for the position.
While updating your resume, you could also spruce up your LinkedIn profile by highlighting the skill sets that you want to be noticed for by recruiters.
As for writing a good cover letter, the key to success is writing a disruptive cover letter. When you write a disruptive cover letter, you're basically telling a story. The story should focus on how you connect with the particular company and job position. The story could also focus on your personal journey, and how you got to where you currently are in your career.
If your resumes and cover letters aren't unique, now is the time to clean things up and get on track.
Build Your Personal Brand
Just because you're looking for work doesn't mean that you don't have anything to offer. Use previous career experiences and passions to build your personal brand.
Ask yourself, "How do I want other professionals to view me?"
Pick an area of expertise and start sharing your knowledge and experience with your professional network by pushing out content on your LinkedIn and social media accounts. Good content can include blogs, social media posts, and videos.
By sharing content about your experiences and passions, you slowly build your personal brand, and others will start to notice. The content could lead to good discussions with others in your network. It could also lead to reconnecting with connections that you haven't spoken to in years, or making new connections.
You never know when one of these connections could turn into a job lead or referral. The trick is to get on people's radars. So, when you're cleaning up your job search, be sure to build a plan for personal branding.
Maintain Healthy Habits During Your Job Search
Bigstock
Your job search is important, but it's even more important to know when to pull back and focus on personal health and spending time with family and friends.
There are actually things that you can do for your own enjoyment that could help your job search in the long run, such as:
Grab coffee with a friend - It's good to engage in light conversation with friends during challenging times. And if your job search does come up, remember that most people have been through it themselves and you never know when a friend may provide you with a good idea or lead on a job.
Volunteer - Volunteering is a great way to get involved in the community and help others. In addition, if you develop a little bit of a career gap while looking for a job, you can always talk about how you filled that time volunteering, if you're asked about it during a job interview.
Continue to focus on other passions - Are you a fitness nut? Blogger? Crafter? Continue to do the things that bring you happiness. And if you're in a position to profit from your passion through a freelance job or side hustle, even better!
Spring is the perfect time to clean up and improve your job search so you can land the job you want. If you're struggling to find a job, follow the tips above to reinvigorate your job search—and watch your career blossom!
Need more help with your job search?
Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!
This article was originally published at an earlier date.