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Helping managers handle poor performance - top tips from 3C Performance Management

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Top Tips to help Managers deal with poor performance

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Helping managers handle poor performance - top tips from 3C Performance Management

  1. 1. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Helping Managers Deal with Poor Performance Some key considerations for managers… Hedda Bird, 3C Founder Director
  2. 2. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Which of these are really examples of poor performance? …and which are just part of life’s ups and downs?
  3. 3. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 It is not FAILURE – where good effort has been made ONE-OFF mistake SHORT TERM impact of PERSONAL PROBLEMS It might be • Consistently not fulfilling role • Not delivering results • Not following instructions • Shoddy, poorly thought out work • Very slow working • Bullying or other bad behaviour
  4. 4. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Recognise factors that affect performance Key factors known for a long time… Performance is impacted by: 1. motivation & engagement - ownership 2. quality of goal setting 3. management capability and culture 4. capability & knowledge – right role 5. underlying behaviours (‘personality’) LOW PERFORMANCE may be triggered by weakness in any one of these areas
  5. 5. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Identify what the potential causes might be? Possible employee weaknesses • Lack of skill • Poor time management • Not clear about priorities • Personal problems affecting work • Dis-affection with organisation • Attitudes ‘don’t see why I should’ • ‘Not my job’ • Don’t believe it makes any difference anyway • Know they can get away with it • Lazy • Copying others… Manager failings • Not holding people to account • Not setting priorities • Ignoring poor performance • Not knowing ‘what good looks like’ • Personal friend of the individual • Too anxious • Scared of the individual • Worried that intervention will make things worse
  6. 6. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 What will happen if poor performance is not managed? Poor goal setting means people rarely deliver the maximum they are capable of Allowing poor performance to go unchecked DEMOTIVATES everyone else, especially the highest performers ‘Last straw’ removal of poor performers can be very expensive Tolerating poor performance creates a culture of ‘minimal performance is OK’ Failure to give clear career paths and indications of opportunity frequently drives best performers to competitors Failure to give feedback gives some people the impression they are better than they really are, creating mis-match of expectations Weak systems that fail to support effective performance reviews and their follow-up, risk losing making a bad situation worse
  7. 7. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Have you thought about how HR can help? Try to establish if the manager has a real skill gap first… • Not giving difficult feedback • Not setting clear expectations • Not holding to account Make a clear list of what is wrong – where is performance failing? Coach the manager to identify what small steps would make a difference
  8. 8. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Consider your approach… S1: Person is capable, needs to be held accountable. Often good for behavioural problems. S2: If Person needs huge amount of help may be out of depth, in wrong role S3: Plenty of constructive feedback + training S4: Clear feedback and guidance – tends to be about bringing someone back on track Think about which approach is needed…
  9. 9. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Think about adapting your approach… Less education, little autonomy More detail More instruction Frequent check-in Repeated checking for understanding Focus on Outcome Determine solutions for self Required to think Challenge assumptions Often longer timescales Highly educated, autonomous
  10. 10. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 How training can help (or hinder)… A lot of ‘how to handle poor performance’ training fails to work because it: a) focuses on PROCESS b) increases ANXIETY about employee grievance c) ignores Manager’s FEELINGS d) ignores Manager’s potential as ‘part of the problem’ Effective Training 1) creates WILL to deal with poor performance 2) Drives RECOGNITION of how they may have contributed to the problem 3) Gives structure, confidence and PRACTICE at difficult conversations 4) Outlines a coherent process including appropriate legislative advice
  11. 11. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 Where would high performers rather work? High Performing Accountable Goal driven Strategy fully understood at front line Performance conversations ‘the norm’ Consequences for high & low performance Behaviours & values embedded in daily activity Open communications Honest conversations Effective Talent Management Under Performing Lack of accountability Poorly defined goals Goals quickly out of date or irrelevant Lack of feedback Performance conversations rare Bullying behaviours / Consensus cultures Performance ratings not reflecting business performance Limited definition of talent, weak promotion criteria
  12. 12. Copyright 3C Associates Ltd | info@3cperform.co.uk | T: +44 (0) 1491 411 544 To discuss any of these key considerations in more detail, contact 3C on 01491 411 544 or by email – info@3cperform.co.uk We believe that putting managers at the heart of Performance Management is key to making Performance Management work and driving business forward. Managers set the measures, make the assessments, deliver the messages and give feedback, coaching and support. Put simply, businesses cannot run without effective managers, and Performance Management cannot work without managers at the centre of the organisation. Our energising and refreshing approach combines our expertise in the areas of: • specialist consultancy and guidance (e.g. communications, competency frameworks, Goal Bank™ and measurement) • practical, business-focused performance management training (design and delivery) • company-wide programmes to drive ownership and responsibility for performance to all employees

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