monitoring performance(looking for what's going wrong and right)

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    Monitoring Performance

    Looking for What's Going Wrong and

    Right

    1Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Key Points

    A multistep process for understanding

    performance relative to goals

    The why and how of active listening

    Common causes of poor performances

    2Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    3Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Periodic Progress checks

    The provide opportunity to remind employeesabout goals and importance of these goals.

    It give you a chance to offer positive feedbackabout the good things that employee do.

    Finally these checks can help you spot smallproblems before they become large one.

    4Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Performance Gaps

    They are the difference between a

    subordinate current performance and what is

    required.

    These problems whether large or small are

    performance gaps.

    5Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    People are not electric clocks.

    You cannot just set them and forget them.

    6Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Catch a problem early and you and employee

    will be in better position to take correctiveaction and get back on track.

    7Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Observe and Gather data

    o To understand the situation, the person and the

    work being done.

    o Direct observation is the best way to do this.

    o your mission shoul be to Identify strength and

    weaknesses and to understand the impact that

    the person work and behavior is on his coworkers

    and on employee ability to achieve specific goals.

    8Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    1 st Step

    o Routinely check employee performance against

    stated performance metrics.

    o If you have built monthly or quarterly milestones

    into each subordinates annual goals, you will be

    able to spot good performance gaps as theydevelop.

    9Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    1 st Step

    10Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    2nd step

    To scrutinize the tasks that the employees is

    not doing well.

    What seem to be the causes.

    Also look for the behaviors that interfere with

    goal accomplishment.

    11Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    2nd step

    12Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    3 rd step

    Avoid premature judgments.

    One or two observations may give an

    incomplete impressions.

    Continue observing particularly if you have

    any doubts about your perceptions.

    13Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    4 th step

    Try to draw facts from other sources whenpossible.

    When appropriate, discuss the situation inconfidence with trusted peers or colleagues.

    Add their observation s to your own.

    14Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    5 th Step

    Differentiate between lack of skill and lack ofmotivation

    15Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    6th Step

    Finally listen carefully. A person may be asking for your help but you

    may not be hearing. Ask yourself, Have I passed up chances to

    listen. People dont always know what kind of help

    they need or exactly how to ask for it.

    16Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Common causes of Poor performance

    As you observe, keep in mind that poor

    performance may have a non obvious causes that

    has nothing to do with lack of skill and motivation.

    And that cause may be something you can do

    something about.

    17Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Common causes of Poor performance

    Bad processes

    Personal Problems

    Relationship conflicts at work

    Work Overload

    18Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Common causes of Poor performance

    Bad processes If you want better performance look to the work

    process before you look for faults in the people

    who run them.

    19Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Personal Problems Something of non work nature may be the root

    cause of poor performance. Alcoholism Drug Dependency Conflict in household Work-life balance

    Common causes of Poor performance

    20Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Relationship conflicts at work Any time you throw people together in a

    workplace, there is a chance for conflict. Jealousy A Thwarted romantic interest Competition for attention Competition for promotion Visceral dislike

    Common causes of Poor performance

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    Are you part of the Problem

    How often and to what extent have Iintervened in my subordinates area ofresponsibility?

    To what extent have my own actions been asource of my subordinates problem?

    23Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Move from observation to discussion

    ?24Dr. Shahid Jan Kakakhel (Abdul Wali Khan

    University Mardan)

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    Be an active Listener

    Maintain eye contact Smile at appropriate moment

    Be sensitive to body language Listen first and evaluate later. Never interrupt except to ask for clarification. Indicate that you are listening by repeating

    what was said about critical points.

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    Ask Right Questions

    Open ended questions To explore alternative

    What would happen if?................... To uncover attitude or need

    How do you feel about our progress to date?

    To establish priorities and allow elaboration What do you think the major issues are with this

    project?

    26Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Ask Right Questions

    Closed ended questions To focus the response

    is the project on schedule? To confirm what other person have

    said So your big problem is scheduling your

    time?

    27Dr. Shahid Jan Kakakhel (Abdul Wali KhanUniversity Mardan)

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    Form and Test your Hypothesis

    Observation, discussion, and questioning willeventually lead you to some hypothesis aboutthe nature and cause of the performance gap.

    To test hypothesis ask others what they think. They may have entirely different viewpoint. Feedback from other sources provides a useful

    reality check of you own views which may beprejudiced or inaccurate.

    28Dr. Shahid Jan Kakakhel (Abdul Wali KhanU i it M d )