Once you have processed the questions discusses in Root Causes for Performance Issues: Lack of Skill or Motivation, it is time to consider strategies for improvement.
MOTIVATIONAL PROBLEMS
1. Is there a competing priority?
Is there something in their professional or personal lives that is taking president? Should it be a priority? If no, then you need to have a conversation and clarify your expectations. If yes, then you may need to look at reassigning the workload and/or portfolio.
2. Are there clear negative consequences for continued poor behavior and incentives for improved performance in place?
When dealing with a motivational issue, it is very important to have clearly defined consequences to deter continued unwanted behaviors. Progressive discipline is a commonly used strategy to manage performance. As improvements are not seen over time, the consequences become more and more serious. The progression usually looks something like: verbal warning, written warning,suspension(s), demotion, termination for cause. Set a deadline (or deadlines in stages) for when you expect to see an improvement. Stick to your deadlines and document, document, document! If you need to terminate, you will have the file notes to back you up.
Start a progressive incentive program as well. As time passes and improvements continue to be made, you can increase the amount of bonus or have a step pay scale, make them eligible for annual awards or increase their levels of responsibility.
Incentives and disincentives must consider the individual's priority of needs. A one-size-fits-all approach will not work with a mix of people with a wide range of needs.
SKILL PROBLEMS
1. Can you make it easier to do?
Do they need an upgrade to their computer or other tool to help support the task? Can you break it down into steps and delegate part of the task to someone else? Can you streamline or simplify the operations?
2. Can they be trained?
Consult with your HR representative to see if training is available in house or through an educational institution or outsourced vendor. Alternatively, you can provide them with reading materials or pair them up with a mentor or peer.
3. Can their role change?
Can they be transferred to a different department or team? Can you shuffle portfolios? Sometimes a change in their role to one that matches their skill set is a great option.
4. Can you wait while they gain experience?
Sometimes all that is needed is time. If they are on a learning curve but you do see continual improvement as time goes on, you may just need to be patient.
In Performance Management 3 and 4, we'll have a more in depth look at the needs that motivate behavior and look at possible incentives to motivate an improvement in behavior.
If you have comments or suggestions on this article, please use the link below to start a discussion.
If you liked this article, here are links to other performance management articles and blogs.
Performance Management Article Series:
Performance Management 1: Root Causes for Performance Issues: Lack of Skill or Motivation
Performance Management 3: Motivating Positive Performance: Understanding Motivational Needs
Performance Management 4: Motivational Tasks and Incentives: Individual Motivational Needs
Performance Management 5: Performance Review Tools and Tips: Choosing a Performance Review Tool
Performance Management 6: Performance Conversation Tips: Effective Performance Coaching
Blogs on Performance Management
Stress and Performance Reviews
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