Utpal Writes          On Project Management, Leadership, Technology and Self-Help

As a manager you must have dealt with poor-performance. To do that you need to essentially identify the problem and the causes which created the problem, decide on a solution and make the solution work.

Poor performance can be a result of one or more of the following:

1. Faulty management
2. Unsupportive organization culture
3. Inadequate work-systems and processes
4. Individual’s incapabilities

Faulty management -  It is the manager’s responsibility to identify the correct resource, ensure he or she is available for the tasks, make the expectations clear and inspect what they expect. Whether you like it or not, when people do not understand the expectation, it is the manager who is to blame.

Performance can also be affected largely by unsupportive organization culture. If the organization culture is not supportive and consists of red-tapes, people would be attracted towards rationalizing the matters and would not focus on getting things done.

Work-systems and processes also affect the performance immensely. Processes should be flexible enough to adapt essential changes so that they can be instrumental in filling the gap between activities and results. Bad processes (or no processes!) are the fault of management and they must put it right.

If the management is good, organization culture is supportive and processes are in alignment with the requirements then it is usually due to individuals’ incapabilities. It could be either skill problem (do not have the capabilities) or will problem (do not want to do it).

Here are the seven steps to deal with that.

1. Recognize a performance as a “poor” performance.
2. Ascertain the basis of poor performance.
3. Get buy-in on the essential actions needed.
4. Ensure that poor-performer is supported by additional resources, training, coaching, mentoring etc.
5. Inspect what you expect and provide as much feedback as you can.
6. Ensure that the performer is equipped with additional guidance as an when required.
7. If nothing works, invoke a disciplinary procedure like PIP (performance improvement plan)

(Photo Credit: 1Happysnapper’s Flickr photostream)

Eminence of what causes poor performance would enable you to take your management actions effectively. If you have tips or experiences to share about this, you are most welcome to drop a comment below.

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