Problems with management or personal issues that hold back performance in employees are a problem for many businesses. It can be tricky to identify what is causing an issue, and to work on improving it without unfairly placing blame on anyone, so many businesses look for professional guidance and consultations. Performance consultants can work with an employee in a number of areas including confidence building, communication skills, personal development & conflict management.
The methodology used by different professionals in this field will vary, but generally there are some logical steps that should be following by any managers, consultants or HR staff who are involved with the process. The following is intended as a guideline that could steer your problem-solving process in the right direction and get the most out of your workforce’s potential performance.
1) Demonstrate trust
Firstly, you need to explain and show your trust in your employee to make them feel comfortable. Ensure that you are approaching the problem from the same side, and that everyone is confident and comfortable setting out to solve an issue.
2) Identify the problem
Whatever the performance issue may be, it’s vital to talk it over with the employee. Make sure it is not a personal problem, and focus on the problem itself rather than the person or their personality. Listen to their opinion on the current issue.
3) Find the source
It may be that a perfectly good explanation exists, and something can change quickly to prevent the problem recurring. Once you identify any barriers, you can work towards removing them, and establishing who is responsible for making progress.
4) Plan a solution
Every party involved needs a written plan of action moving forward. Whether an employee is currently under-performing or doing well, they must always be clear on what they need to do in order to get better. Always listen to an employee’s ideas and potential solutions they suggest. As a manager you need to convey confidence that the actions set out are achievable.
5) Feedback and follow up
The plan you draw up should include a date to revisit the issue and establish whether it has been resolved after a certain time. Keeping up with employee progress, especially if they raised any issues with you as a manager, is very important to demonstrate that confidence and trust from the beginning of the process.