Analyzing Performance Problems
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![Page 1: Analyzing Performance Problems](https://reader034.fdocuments.net/reader034/viewer/2022050720/5484fec5b4af9faf0d8b4d13/html5/thumbnails/1.jpg)
Important?
Describe Performance
Problem
Skill deficiency?
Knowledge deficiency?
Used to do it?
Used to know it?
Used often?
Used often?
Performance Punishing?
Non - Performance Rewarding?
Performancematters?
Obstacles?
Arrange training
Arrange practice
Arrange feedback
Ignore
Provide Feedback
Remove punishment
Arrange positive consequences
Arrangeconsequences
Get rid of them
Analyzing Performance Problems
Josh Clemm
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What's a performance problem?
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What’s a performance problem?
● Missing deadlines
● Being late for meetings
● Not getting compliance training done
● Takes a long time with using clearcase
● Using an ethnic joke to kick off sales
meeting
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Steps to Take
1. Define the performance problem
2. Identify the reasons for the problem
3. Identify the solutions
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First, Let's Define the Problem
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Define Problem
● It’s easy to see if someone is not doing what you want
● You need to step back and consider:○ What is the actual behavior?○ What is the desired behavior?
● This discrepancy is the performance problem!
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Examples of Good vs Bad Observations
Bad observation Good observation
"You work slow"
"Task A needs to be done by week 3, you have no progress to show by week 2."
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Bad observation Good observation
"You are lazy""You need to be at work at 8, you are arriving at 8:40-9am"
Examples of Good vs Bad Observations
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Bad observation Good observation
“You look like a hippie”"Men must have short hair, and your hair is at your shoulders"
Examples of Good vs Bad Observations
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Now that you've defined the problem,
Determine the Reasons
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Is Problem Worth Pursuing?
● Why is the discrepancy important?○ (Cost, efficiency, etc)
● What would happen if I left it alone?
● Would resolving this discrepancy have a worthwhile result?
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If it is worth pursuing,
Determine the Deficiency
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Is it a Skill Deficiency?
● Could employee do it if really required to do it?
● Could employee do it in the past?○ Maybe they need to be refreshed
● Are their present skills adequate?
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If it is a Skill Deficiency…
● Did they used to do it?
● If not, they may need training
● If yes, do they do it often? ○ Let them practice○ Provide feedback
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Is it a Knowledge Deficiency?
● Is information readily available in employee training?
● Are objectives clear?
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If it is a Knowledge Problem…
● Did they use to know it?
○ If no, let them know
○ If yes, provide feedback
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What if it's not a Skill or Knowledge Gap?
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Why aren't they doing it?
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Why aren't they doing it?
● Is desired performance punishing?○ Remove it
● Is undesirable non-performance rewarding?○ Arrange positive consequence
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Why aren't they doing it?
● Does performance matter?○ Arrange consequence
● Are there obstacles in their way?○ Get rid of them
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Determine the Solution
● After doing this analysis, many problems have clear solutions
● Many do not, but at least now you know what the problem is and how to address it
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Takeaways
● Think about what you want an employee to do and what they are actually doing
● “More Training” is not always the answer
● Don't assume the worst, try to understand why
● Many solutions are simple and quick
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Source
● Mager, Robert F. and Pipe, Peter. Analyzing Performance Problems