by Michael Holland
For an employee to perform well, there are seven areas of need that must be met.
- Knowledge and skill
- Clear expectations
- Defined standards and measures
- Proper conditions
When an employee isn’t performing well, we too often assume it’s a “capacity issue,” thus the person just isn’t able. Before you write someone off too quickly, make sure you’ve paid attention to the other performance needs they have.
- Have they received adequate training?
- Are your expectations clear?
- Is there a defined level of success?
- Does the person have the resources they need?
- Are there rewards for performance?
- Are you providing feedback and coaching?
There are certainly times when an employee is not the “right fit” for a position. But before we make that determination, we need to first make sure we are doing our job as leaders.
Coaching Thoughts – For You and Your Peers
- When you are not performing well as a leader, which questions resonate most for you?
- Make it real: Copy & paste the “7 areas” to a spreadsheet. Put the name of each of your employees across the columns. Take 6 minutes to assess the employees across the seven areas, using scales that make sense for you/your organization. Take another 7 minutes to analyze the data and make appropriate action plans.
- Grab a peer manager and each of force rank the 7 areas. Discuss your rankings, similarities and differences.