how to improve employee performance orlando fpa
DESCRIPTION
The best and fastest way to improve employee performance is to understand why your people don't always do what you expect them to do. This presentation will explain the 10 reasons why your people don't always perform as you would like. It also provides you with 7 actionable ways you can begin to improve employee performance immediately. Improved employee performance translates into improved business performance. Turn your average people into good performers and your good people into great performers.TRANSCRIPT
©2011. The Renaissance Group. All rights reserved.
How to Improve Employee Performance & Producti vity
Presenter: Kevin Poland
Purpose of Today’s Session
• To improve employee productivity and performance
• Understanding why people don’t always perform up to your expectations
• What to do about it
People, Performance and Problems
People: Where are You Now?
• What employee productivity and performance issues come to mind?
• What would you say is the root cause of these issues?
• How do you currently handle these issues?
Employee Engagement
According to a Gallup Organization study:
– 29% are engaged
– 54% are not engaged
– 17% are actively disengaged
Employee Engagement
What is Employee Engagement?
An "engaged employee" is one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests.
Source: Wikipedia
Why Improve Employee Producti vity?
• Business performance (growth)
• More effective + efficient = productive
• Money is lost through employee issues:
–Trading errors–Poor plan production–Missing deadlines–Treat clients poorly
The Work Required to Grow
Entrepreneurial
TechnicalManagerial
What is Management?
Getting results through others
When you do things yourself, you are a technician, when you get things done through
others you are a manager.
Improving Employee Performance
1. Believe it…own it
2. Learn how to improve performance
3. Changing your own behavior
The Management Functi on
• Your employees are your score card; their success or failure reflects upon you
• A managers reason for being is to help their employees be as successful as you need them to be
• Part of your job is to improve employee performance
Management Training
Most management training revolves around two main themes:
– Motivation & Attitude
Your job is to make sure your people are happy and motivated and that they have a “positive” attitude.
Curing Performance Problems
• Treating the problems or the symptoms?
– Trying to motivate
– Attitude adjustments
– Through money
Moti vati on & Atti tude
• Clearly both play a role in performance
• How can we use them to improve performance?
Become an amateur psychiatrist?
Failing to Improve Performance• Because your solutions are not
related to the problems
• What are the real causes of employee performance issues?
Here’s our Top 10
Top 10 ReasonsE m p l o y e e s D o n ’ t D o W h a t T h e y ’ r e S u p p o s e d To
6. Think their way is better
7. Think something is more important
8. Consequences affect performance
9. Fear10. Incapacity
1. Think they are performing
2. Don’t know what to do
3. Don’t know how to do it
4. Don’t know why5. Obstacles
Percepti ons vs. Reality
• When asked “why people don’t perform?”…How did you answer?
• The majority of managers lead with putting the blame on the employee
Reason #1• They think they are doing it
• If your employees have no idea how they are doing they have no reason to change
• Tell them…
Behavioral Coaching: Feedback
The Magic of Feedback
Behavioral Coaching and providing effective feedback is the fastest and easiest way to improve employee performance.
Reason #2
• They don’t know what they are suppose to do and/or what is expected of them
• Four components to not knowing:1. What specifically to do2. When to begin3. When to end4. What “finished” looks like
Reason #2 Don’t Know What To Do
• What should you do about it?
• Tell them; but how?
Position Descriptions and
Delegation Agreements
Reason #3• They don’t know how to do it
• Show them
• How do you show them?
Documented Systems + Training
Reason #4
They don’t know why they should be doing it
– Why are we doing this work? or Why are we changing?
– Do they know the importance of their work?
– How it fits in to the big picture?
Reason #4Don’t Know WHY?
• What should you do about it?
• Tell them; Effective Communications
• Meeting Rhythm– Inspirational Communications– Staff Meetings– Employee Development Meetings
• Behavioral Coaching
Reason #5
• There are obstacles beyond their control
• Remove them
• How do you do that? Daily Huddles
& Employee Development Meetings
Reason #6
• They think your way will not work / think their way is better
• Convince them
• How do you do that? Documented Systems &
Employee Development Meetings
Reason #6Your Way Wil l Not Work
• Occurs when you are describing work from memory vs. operation manual
• If you are changing the work
• They must believe you… QUANTIFICATION
Reason #7
• They think something else is more important (unsure of their priorities)
• Most jobs include a myriad of things that can be done at any moment in time
Reason #7Something Else More Important?
• How do your employees know what their highest priorities are?
• Tell them
• How do you do that?
Effective CommunicationsMeeting Rhythm
Reason #8• Consequences affect whether they do
what they are supposed to do
• Behavior is a function of consequences
• Change the consequences and performance will follow
• How do that? Behavioral Coaching
Positi ve Consequences
• Employee comes to you and says they are stuck or behind schedule.
• What do you do?
• Is this a positive or negative consequence for the employee?
Positive Consequence
Negati ve Consequences
• You go to your “best” employee and give her a big special project
• What do they do?
• Is this a positive or negative consequence for the employee?
Negative Consequence
Reason #9
• Fear – they anticipate future negative consequences
• Change the consequences
Behavioral Coaching
Reason #10
• Incapacity – personal limits
• Need the “Right” Person
• How do you do that?
Systems: Recruiting & Hiring
Summarizing Today• Why do managers fail to improve
performance?
• Their solutions rarely address the cause of the performance issue.
• When solving a performance problem where is the best place to start? The most obvious.
Review the Reasons
6. Think their way is better
7. Think something is more important
8. Consequences affect performance
9. Fear10. Incapacity
1. Think they are performing
2. Don’t know what to do
3. Don’t know how to do it
4. Don’t know why5. Obstacles
What To Do About Performance Issues
1. Position Descriptions2. Delegation Agreements3. Documented Systems4. Effective Training5. Effective Communications6. Meeting Rhythm7. Behavioral Coaching
Your Opportunity
• Grow your people (talent):
–Engaged employees– Improved culture–More effective–More productive– Improved employee performance
Improved business performance
Growth by DesignTM Program
Complimentary Strategy Session
How Can We Help You?
Growth by DesignTM Program
How Can We Help You?
Complimentary Strategy Session
Strengths
Weakness
Opportunities
Threats
Contact Informati on
Kevin PolandCEO
The Renaissance Group 813.636.9181
http://www.linkedin.com/pub/kevin-poland/b/b02/b1
@Renaissance_Grp